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Human Resource Management Methods
Traditional Annual Evaluation Method of Performance Appraisals vs. Real-Time Feedback Coaching Format
Performance appraisals take into account the assessment and evaluation of a person's performance in a methodical manner. It is a progressive technique employed for comprehensive development of the personnel and the organization as a whole. This performance is measured against various elements like quality and quantity of the output, job competence, leadership capabilities, supervision and versatility. Once such evaluations are made, employees can be trained and coached on what to be undertaken. On the other hand, real-time feedback coaching format takes into account the provision of opinion and response in an instantaneous way and therefore the coaching takes place immediately (Deb, 2009).
Comparison
There are aspects of similarity between these two methods of appraisal. To begin with, both methods are purposed to and give rise to change and coaching. Subsequent to the evaluation of the employees in respect to their work performance, both methods help in changing the manner in which employees ought to act. Alteration and training of employees is done through both methods. Another aspect of similarity between the two methods is that it is possible to assess all aspects of performance of the employee. In the feedback method, the manager is able to assess the behavior of the employee instantaneously. Similarly, through annual performance reviews, the...
In particular, the annual appraisal approach is a more costly and time consuming method. This is for the reason that managers and supervisors spend, on average, more than four hours on a single performance appraisal. Therefore, this implies that if the team or group consists of several members, it necessitates a great deal of time. On the other hand, more often than not, feedback is largely versatile and does not offer actionable steps on how personnel can be taken through learning and development. This implies that feedback is instantaneous. With regard to feedback, it becomes much more challenging as individuals barely have recollection of things that took place several months before (Impraise, 2016).
In addition, it can be deemed that the annual performance review is outdated. This method was designed almost three decades ago and more so with the incorrect purpose. Performance evaluation is not what augments the work setting in the present day. Individuals do not revel in being monitored and evaluated. Therefore, the feedback approach is much better as it is inherently and openly handed out. In addition, in the contemporary, majority of employees in the workforce demand feedback immediately. Different from annual review that is outdated, feedback is more…
References
Bell, R. L. (2011). Teaching present-day employees the value of scientific management. Supervision, 72(6), 5-8. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=61927805&site=ehost-live&scope=site
Brooks, C. (2015). Forget Performance Reviews! This Works Better. Business News Daily. Retrieved from: http://www.businessnewsdaily.com/7974-better-performance-reviews.html
Deb, T. (2009). Performance Appraisal and Management. Excel Books India.
Impraise. (2016). Real-Time Feedback! Because Your Employees Hate the Annual Performance Review. Retrieved from: impraise.com/360-feedback/real-time-feedback-because-your-employees-hate-the-annual-performance-review
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