Research Proposal Paper Example | Topics and Well Written Essays - 2000 words

Proposal - Research Paper Example Prior to instigating any changes however, it is important to determine the perceptions, understanding and experiences of employees within the current appraisal system. In light of the research question, what constitutes an effective performance appraisal needs to be determined first, in order to appreciate, identify with and empathise with staff perceptions. Personal development is a necessary element for both personnel and organizational benefits, and performance appraisals are the best means of identifying the training needs of staff, as well as being a systematic mechanism for evaluating the standards of staff performance, determining salaries and advancements and detecting any factors that impinge on staff effectiveness. An effective appraisal system is one that considers cultural values (Feng, Foster & Heling), that is perceived by staff as being fair and acceptable, that is a reciprocal cooperation between staff and management and one that is appropriate to daily duties (Durais ingam & Skinner, 2005). Such a system fosters staff satisfaction and motivation. A number of factors other than performance appraisal methods must be considered when developing a new and effective system; other factors that might explain staff perceptions of personal appraisals are fairness and cultural awareness. Kavanagh, Benson & Brown (2007) discuss theoretical support for performance appraisal processes and explain that such support is evidenced in ‘control theory and social exchange theory’ (p.134). Process control theory proposes that staff perceptions of fairness are related to the degree of control each employee is able to employ within the process (Konovsky, 2000, p.493 cited in Kavanagh, Benson & Brown, 2007). Social exchange theory on the other hand, refers to ‘relationships that entail unspecified future obligations’ (Kavanagh, Benson & Brown, 2007, p. 134), wherein the way management treat employees is of significance. Fairness therefore, may be perceived in relation to the amount of control an employee has within the process and the way in which their appraiser handles the process. Any organization or company in England today would have employees from a diverse range of ethnic and racial backgrounds, and XXX is no exception. Such diversity impacts to a great extent on the appropriacy of the way in which the performance appraisal is carried out and therefore requires deep consideration as to how best accommodate diversity among the staff of XXX. As stated earlier XXX’s system of appraisal is based on the rating method which involves numerically rating a list of factors such as output and quality of work; such a method is easy to develop and administer but is also very subjective (Acas, 2003). There are a number of other appraisal methods available and each needs to be considered in relation to the findings ascertained within this study and before making any necessary changes. One such performance appraisal is base d on narrative reports, wherein the manager or supervisor is required to write a report or essay on what they consider as the strengths and weaknesses of a staff member; headings may be provided but subjectivity is imminent and results depend very much on the capabilities of the writer (Acas, 2003). Comparisons with objectives is another method of performance appra