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Choosing A Performance Appraisal System

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Choosing a Performance Appraisal System
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Choosing a Performance Appraisal System
The hospital’s greatest challenge is settling on a performance appraisal system that
appeals to and works for everyone. Performance appraisal systems are liable to attract friction
among employees because they reflect the employee’s progress made over time (Homauni et al.,
2021). However, a sound system is designed to work for the entire workforce without causing a
bitter taste in both the administrator's and employee’s mouths. In this case, the traditional
performance appraisal system was a five-scale performance measurement, including superior,
outstanding, contributing substantively, developing, and needing improvement. The management
decided to change it to a three-scale system, namely 3-superior, 2-contributing substantively,
and 1-needing improvement. However, this new system does not appeal to a minority of the
workforce who feel it will cause an undervaluing of their contribution and inaccurate
recognition. This system leaves the hospital leadership with three options: retain the initial five-
scale system, continue implementing the new three-scale system or adopt another alternative
from any source. Therefore, this paper seeks to propose a performance appraisal system solution
from the available three options based on its ability to adhere to SHRM behavioral competencies
and advance organizational strategies and goals.
Numerous performance appraisal systems are conducted in organizations based on
different organization sizes, capabilities, and stages in development. Six standard performance
appraisal systems include straight ranking appraisals, grading, management by objective, trait
and behavior-based appraisals, behaviourally anchored rating scale, and 360-degree appraisals
(Holborn, 2022). Straight ranking appraisals directly rank employees from best to worst and
constitute the oldest appraisal form. However, while it provides an efficient model for deciding
the top and lowest performers, it makes it hard to rank those in the middle. It has been criticized

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1 Choosing a Performance Appraisal System Name Institution Course Instructor Date 2 Choosing a Performance Appraisal System The hospital’s greatest challenge is settling on a performance appraisal system that appeals to and works for everyone. Performance appraisal systems are liable to attract friction among employees because they reflect the employee’s progress made over time (Homauni et al., 2021). However, a sound system is designed to work for the entire workforce without causing a bitter taste in both the administrator's and employee’s mouths. In this case, the traditional performance appraisal system was a five-scale performance measurement, including superior, outstanding, contributing substantively, developing, and needing improvement. The management decided to change it to a three-scale system, namely 3-superior, 2-contributing substantively, and 1-needing improvement. However, this new system does not appeal to a minority of the workforce who feel it will cause an undervaluing of their contribution and inaccurate recognition. This system leaves the hospital leadership with three options: retain the initial fivescale system, continue implementing the new three-scale system or adopt another alternative from any source. Therefore, this paper seeks to propose a performance appraisal system solution from the available three options based on its ability to adhere to SHRM behavioral competencies and advance organizational strategies and goals. Numerous performan ...
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