Performance Appraisals
Performance Appraisals
Chapter 3 of the textbook gives a basic description of five performance appraisal instruments. Choose one of the instruments, and write a two- to three-page paper (excluding the title and reference pages), describing the instrument. Include the following in your paper:
Provide a rationale for your choice of the performance appraisal instrument.
Analyze the advantages of the instrument.
Analyze the disadvantages of the instrument.
Illustrate how the appraisal helps with the ADDIE model (Analyze, Design, Develop, Implement, and Evaluate).
Your paper must include in-text citations and references from at least two scholarly sources, excluding the textbook, and be formatted according to APA guidelines outlined in the Ashford Writing Center.
Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.
Performance Appraisals
Student's Name
Institution
Performance Appraisals
Performance appraisal plays a key role in evaluating the performances of employees and how much they deviate from the expected performance. Kopp (2014) briefly describes five appraisal instruments that can be used to evaluate employees' performance. One such tool is the 360-degree feedback that provides a comprehensive view of the performance of an employee based on the people around them, including subordinates, supervisors, and co-workers (Kopp, 2014). The instrument is also characterized by self-appraisal, where the employee reflects on their strengths and weaknesses (Chopra, 2017). This instrument is selected because of its ability to gather information from an employee's immediate workplace relations. Arguably, this tool provides a realistic performance evaluation given that it takes into account the views of the people around one. As described by Hosain (2016), when employees are given a chance to provide their perception of their managers' styles, it leads to significant results. From the managers' perspective, the tool provides them with a transparent account of how they are performing (Hosain, 2016). The tool is thus instrumental in gauging the performance of employees in an organization.
There are some advantages associated with 360-degree feedback. First, the instrument relies on perspectives from multiple people, which means that it allows a broader view of the performance of the employee (Hosain, 2016). It is deducible that the people around an employee understand the employee better and can therefore give a clear picture of their performance. The fact that it relies on perspectives from multiple people increases the effectiveness of the tool. Second, it can provide an employee with an idea of how they are perceived by people around them. From the perception of other people, an employee can determine ...