Evaluations of the performances of all employees of an organization should be fair, just, and considerate of the intended goals of the business. According to Musau et al. most organizational structures leave the departmental heads to handle these evaluations and reports for easy planning of further actions. The HR and other departments either make work better or increase the firm’s productivity. Actions taken by the HR head include promotions or demotions to new levels, increases or decreases in salaries, retrenchments, and a reshuffle of part of the entire staff, among other actions. To do these, the evaluations and performance appraisal results are important reports to review. These will influence the subsequent actions of the HR managers. To research, performance appraisals do not reflect the proper performance of individuals. Bias, revenge, and unsatisfactory evaluation lead to incomplete results.
The effect of such appraisals on the HR’s actions varies depending on how thorough the individual takes his or her work. Research by Islami, X. and Islami, V underscored that HR managers could choose to use the information to better their performance by instilling discipline and thorough evaluation techniques in all the departmental heads. In doing so, they establish criteria to ensure the appraisals’ decisions are authentic and validated. The conclusions to improve payments or reduce them should follow accurate and proper guidance from the evaluation. However, a situation may present itself in which HR realizes an inaccurate review. The way out in such a case is to determine the reasons for erroneous assessment, ask for evidence, and establish a ground for the re-check of the appraisals for decision-making.
Inquiring about inaccurate appraisals is not the only way forward. The HR manager should establish a procedure to evaluate and provide worthy and valid inspections. According to DeNisi and Murphy, there can be established parameters to guide every departmental head. These will include meeting the objectives, development within a period, further education, skills gained, performance metrics measures, and more. In doing the evaluations, there should be set targets, irreducible minimums, and limits. Valuations should consider factors that influenced the achievement of goals, or lack thereof. Sometimes, there are forces beyond the reach of the employees influencing their performance. These will vary from one individual and will lead to different appraisal results.