Appraisal Tools, Appraisal Interview and Performance Appraisal Practice

Performance appraisal is essential to employee development as highlighted by its three basic functions. Firstly, it provides adequate feedback regarding each employee’s performance. Secondly, it serves as a crucial practice for modifying behavior towards more effective working habits. Thirdly, it gathers data which organizations can use to facilitate employee development. Notably, appropriate appraisal tool and interview are central to ensuring the success of the performance appraisal process.

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Appraisal Tool That Would Benefit The Company And An Effective Method For Performing An Appraisal Interview

A tool that can benefit the performance appraisal practice is the behavioral anchored rating scale (BARS). The method combines the benefits of both qualitative and quantitative ratings by presenting a quantified scale with specific narrative examples (DeNisi & Murphy, 2017). The key advantages of BARS include clear standards, accurate performance analysis, enhanced feedback, and consistent evaluation. The tool also eliminates construct-irrelevant variance in workforce performance evaluation ratings by emphasizing specific, concrete, and observable behaviors. Lastly, it minimizes any chances for bias and ensures fairness throughout the appraisal process (Rusu, Avasilcai, & Hutu, 2016). It is worth noting that BARS is ideal for appraising the entire workforce’s performance, from entry-level to top-level management. 

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Benefits Of Using Both The Appraisal Tool And Appraisal Interview In The Performance Appraisal Practice

            The most appropriate appraisal interview method to accompany BARS is a structured interview. According to Kell et al. (2017), BARS is an integral component of structured interviews. Kell et al. elucidate that the use of structured interviews to appraise employees’ performance promotes relatively greater predictive reliability and validity. Structured interviews are twice effective at predicting job performance than the unstructured ones, especially for talent-based interviews, since the questions point out the behaviors needed on the job. An employee’s responses not only reveal how they have been carrying out their job but how they will perform in the future (Rusu, Avasilcai, & Hutu, 2016). Structured interviews are also more objective than the unstructured ones and, therefore, helps reduce biased opinions. By creating a controlled environment, structured interviews ensure objectiveness, consistency, and fairness; thus, facilitating performance appraisal practice effectiveness.            

In conclusion, as part of the structured interview, the behavioral anchored rating scale method will prove significantly useful to the company. Behavioral anchored rating scale ensures qualitative and quantitative benefits to the process while structured interviews promote objectiveness, fairness, and consistency. Collectively, they ensure optimal effectiveness of the performance appraisal process.

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