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The Role of Performance Apprisal in HR Systems

Niva Maja on 23.11.2023

Each HR practice fits together with other HR practices to function like gears in an intricate mechanism, and this mechanism can function optimally and fluently only when all of these gears are aligned and fine tuned together. Even when only one of the gears is broken, misaligned or out of tune with others, it causes the whole system to malfuction or function suboptimally. Therefore, each gear (HR practice) has an effect on all other parts of the system (HR practices), and how the system as a whole functions.

Performance Apprisal as one of the gears of the HR mechanism

Performance apprisal (PA) is closely linked to job analysis, employee selection and managment practices. For the PA gear to function properly it has to be aligned with (derived from) job analysis: We have to get to know the job well and understand the job properly through job analysis, to translate the job tasks into relevant PA assesment points.

In addition to the above mentioned direct effect on the PA system, job analysis has an effect on performance management through employee selection. Job analysis provides relevant insights into job tasks and job requirments that should guide emloyee selection. If we understand the job well, then we can form the selection process to select the candidate that will be able, willing and motivated to do the job well. However, the actual employee's performance will be also dependent on one other HR gear: Managment practices - only when we clearly and unambigouisly communicate job expectations and responsibilities (i.e., what "doing the job well" actually means) and closely align these expectations with the PA system of employee evaluation, will the gear Managment practices have the desired effect on PA. And finally, if managment is trained to be unbiased, fair and objective in their PA evaluations, can the PA gear have an opportunity to function as intended.

Reminder: Clear job/role and clear performance expectations also reduce stress, improve the acceptance of the PA system and ratings, and have an effect on fairness perceptions.

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