In a performance appraisal, work standards are set, performance is assessed, and feedback is given to the employee (Dessler, 2019). When designing a performance appraisal tool, work standards are the most helpful component of the job analysis. This process identifies the required skills and responsibilities, the day-to-day responsibilities, and the expected results for the job (Dessler, 2019). Because the employee and employer already knew what they should expect, they can appraise the employee’s performance more effectively. An organization’s performance management process involves continuously evaluating the performance of its employees and aligning it with its goals (Dessler, 2019). I believe providing real-time feedback by the organization/employer is the most difficult part of performance management. There is often only one performance appraisal per year, and the employee has to wait a long time to receive the results (Dessler, 2019). Rather than giving feedback once a year, it is now more common for employees to be assessed continuously (Dessler, 2019). In this way, the organization will ensure that employees are being most effective by making the modifications they require as soon as possible. The organization may find it difficult to provide continuous feedback to employees because it takes so much time and effort.
Dessler, G. (2019). Human resource management, 16/e (16th ed.). Pearson Education.