Performance appraisal is a systemic and periodic process of measuring the performance of an individual against the pre established requirements for a particular job. The main goal behind the performance appraisal process is to identify how effectively an individual has performed his or her responsibilities. The performance appraisal process can help identify the skills and expertise of an employee and it also helps identify the skill gaps of an individual employee. As a result of it, it becomes easier for an organization to provide monetary and non monetary rewards to an individual employee based on the performance review of the employee (Al-Jedaia and Mehrez, 2020). On the other hand, required feedback can be provided to the employee after identifying his or her skill gaps and effective training and development sessions can also be organized considering the skill gaps of the employee. Considering all these perspectives, it will not be wrong to say that performance appraisal is an important aspect of performance management and performance improvement of the employees in an organization. The study tries to analyze the goals of performance appraisal in the retail sector of Canada.
The retail sector of the country plays an important role in facilitating the growth of the economy. Studies reveal that the retail sector also employs almost 120000 million people every year. For this reason, the retail organizations of the country need to have effective performance appraisal processes in order to manage their overall performance. According to Cappelli and Conyon (2018), majority of the retail businesses provide enough importance to achieving their sales targets and their marketing objectives. For this reason, they usually use electronic systems for storing the performance data if the employees and they also review the performance of the employees and provide them appropriate rewards for managing their performance. In this process the retail companies can track their operations and the performance of individual employees. In this process, it becomes easier for them to implement effective reward management process for keeping the employees satisfied (Pichler, 2019). On the other hand, another objective of effective performance appraisal process is to identify the performance gaps of various departments so that it can implement effective strategies for performance improvement.
As a result of it, the retail companies can manage their performance effectively. According to DeNisi and Murphy (2017), effective appraisal system can help an organization to design effective training and development sessions for the employees of the organization. Therefore, the employees eventually get the opportunities of improving their knowledge and skills and they can also perform their roles and responsibilities efficiently. Performance appraisal also helps those retail companies to retain their skilled employees for long term and this is very important for maintaining a certain level of excellence in delivering services to the customers (Du Plessis and Van Niekerk, 2017). Considering all these factors, it can be said that the main objectives behind performance appraisal are continuous improvement of performance, effective training and development, reward management and retention of skilled employees for long term.
References
Cappelli, P. and Conyon, M.J., 2018. What do performance appraisals do?. ILR Review, 71(1), pp.88-116.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management: 100 years of progress?. Journal of applied psychology, 102(3), p.421.
Al-Jedaia, Y. and Mehrez, A., 2020. The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation. Management science letters, 10(9), pp.2077-2088.
Pichler, S., 2019. Performance appraisal reactions: A review and research agenda. Feedback at work, pp.75-96.
Du Plessis, T. and Van Niekerk, A., 2017. Factors influencing managers’ attitudes towards performance appraisal. SA Journal of Human Resource Management, 15(1), pp.1-10.
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