Performance Appraisal for Analytical Skills and Emotional Stability

Question: Discuss about thePerformance Appraisal for Analytical Skills and Emotional Stability. Answer: Introduction Performance appraisal which entails assessing the job performance of the employees is an important aspect of any business organization. This ensures that the employees remain competent since their performance is monitored hence ensuring effective management (Chadwick et al, 2015). Body Various types of performance appraisals were used in my organization and different kinds of feedback were received. Employee performance can be assessed by embracing the management by objective method whereby the manager and the employee set some attainable goals with some deadline which makes the employees feel involved in the goal-setting (Galagedera et al, 2017). Psychological appraisals which assess the analytical skills, emotional stability, and other traits of the employees so as to help the managers assign duties in the relevant positions. It enables the employees to exploit their talents and abilities hence improving their performance on the given line of duties (Rosen et al, 2017). These appraisals were conducted once in a year and I realized that performance appraisals have a significant role in improving the morale of the employees since they work towards a certain target. It also discourages laziness and absenteeism of the employees. To improve on performance appraisal, there is a need to conduct them frequently and the management should also ensure that the employees understand the process of the appraisal (DeNisi Smith, 2014). Conclusion An organization that conducts performance appraisals tends to perform better than those that do not. The managers should conduct it as often as possible using the relevant methods that bear a positive feedback like the psychological appraisals which assess the employees talents. References DeNisi, A., Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), 127-179. Press. Chadwick, C., Super, J. F., Kwon, K. (2015). Resource orchestration in practice: CEO emphasis on SHRM, commitment?based HR systems, and firm performance.Strategic Management Journal,36(3), 360-376. Press. Galagedera, D. U., Roshdi, I., Fukuyama, H., Zhu, J. (2017). A new network DEA model for mutual fund performance appraisal: An application to US equity mutual funds.Omega. Press. Rosen, C. C., Kacmar, K. M., Harris, K. J., Gavin, M. B., Hochwarter, W. A. (2017). Workplace Politics and Performance Appraisal: A Two-Study, Multilevel Field Investigation.Journal of Leadership Organizational Studies,24(1), 20-38. Press.