The document discusses considerations for introducing a performance appraisal system, including that it is important to consider both sides of the argument. While time-consuming, performance appraisal should be viewed as an investment. Proper training and monitoring of managers is needed as their ability to appraise will vary. Resistance may be encountered with paperwork that needs to be easy to use, and job descriptions are important to keep the process objective. Addressing negative attitudes and ensuring outcomes from appraisals will help overcome challenges in implementation.

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It is important to consider both
sides of the argument when
considering introducing
performance appraisal.

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Appraisal is a time-consuming
exercise if carried out properly,
but should be considered as an
investment.

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Managers’ ability to appraise will
inevitably vary throughout the
organization. This emphasizes
the need for thorough training
and monitoring.

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Resistance to form filling may be
encountered and any paperwork
must be “user friendly”.

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The greatest resistance is often
to the use of job descriptions.
These are desirable to keep
appraisal on an objective footing.
Where it is deemed inappropriate
to use them, the burden of
maintaining objectivity is heavier.

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Often, negative attitudes within
the organization , run deep and
are difficult to overcome. It is
important that something is seen
to happen as a result of
appraisal. As soon as possible.

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Certain problems of structure
may create difficulties in
carrying out appraisal:

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i. Teams which are
geographically disparate.

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ii. Teams that are to big.

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iii. Individuals who work for
more than one boss or who
move from project to project.

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iv. Certain production jobs may
be seen as too basic to
warrant appraisal.

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v. Opportunities for
development and promotion
are sometimes very limited.

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A lack of commitment on the
part of appraisers should be
addressed by stressing benefits
and ensuring that managers are
consulted as to how their
responsibility for staff
development can be carried out.

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Most problems in implementing
performance appraisal are
surmountable, providing that
they are understood and
addressed appropriately.

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