“Performance appraisal”;
RATEES: RIGHTS AND DIGNITY
This individual assignment focus on ratees: rights and dignity.
Nowadays, with the increasing awareness among citizen is high, widespread media exposure of the courage and firmness of the government and non-government organizations (NGO) saw the plight of the employees in this country since then. A range of policies, laws and acts enacted to ensure the rights and privileges of workers has always advocated and each employee has their own rights. An organization created to achieve certain objectives. Achieving these objectives depends largely on the work planning and effective management of human resources. Effective human resource management involves the process of human resource development such as identifying potential, training and effective communication. This can be done through the performance appraisal of the objective, fair and transparent.
Performance management helps to achieve the objectives set by organization while meeting the needs of strategic human resources management as a whole. According to Weiss & Hartle (1997) performance management is process or set of process that can create a shared understanding of the goals to achieve and how to achieve it. It is also an approach towards managing employee’s increases the probability the goal is reached.
Performance appraisal is a process of individual performance assessment carried out periodically on the achievement of the employees. It is a structured, formal system designed to measure and assess the behavior and outcomes related to work. The organization enable find out why and how employees are able to perform better in future for the benefit of employees and the organization (Abas, 2006). Performance appraisal system of public sector involved in process of establishing the annual work targets and employee performance working in certain time period to improve the quality and productivity of department.
There are two levels of officer involved in performance appraisal of employee which are First Raters Officer (FRO) and Second Raters Officer (SRO) to assess the ratees. FRO is a superior or immediate supervisor to the employees that have working relationship directly or supervise the employees. SRO is immediate superior FRO and has working relationship with the ratees. According to Rusli (2007) ratees are the employee and consist of various stages of work in organization. Employees refer to all types of individual whether at the top, middle and operating at low or subordinate working in the organization. An employee plays role as well as management and employees at the same time and the context of organization and performance appraisal system, the employees will be ratees when their performance is evaluated by the raters that higher officer. The ratees also will be the raters when the ratees responsible for evaluating the performance of employees under their supervision (Rusli Ahmad, 2011).
The purpose of performance appraisal is to determine salary increment, promotion, round employees, the training needs, professional development, career development, internal studies, determination of compensation systems, employee dismissal, removal or maintenance of workplace and determination of salary reduction of the ratees. In addition, performance appraisal also caught the attention of a trade union is primarily concerned with issues of oppression and justice and the rights of employees. There is no employee being a victim of this implementation. The government also concerned about this issue to ensure the implementation in accordance with the demands of the law and there is no victimized.
Performance appraisal is an ongoing process and involves raters evaluate the employees under their supervision. These activities conducted on regular basis or in stages and usually, after three months, six months, nine months and end of the year.
The ratees are important in performance appraisal. There is a duty and a role to play their active and positive. Performance appraisal process that is reciprocal between the raters and the ratees would be implemented effectively if the ratees also cooperating on the best level. This situation would create a mechanism for the review and ongoing monitoring, and will encourage positive engagement and dialogue between employees and rater. This is because there is mutual respect and mutual trust between workers and management or raters and employers.
Employee rights must be preferred by wellbeing of employees and families because it is consistent with human and claimed religion. Mutual respect between raters and rates were able to maintain relationship between them. When applied in organization is able to create social relationship and organization running smoothly. The raters respect and recognize the ratees more closely; it would have an understanding and becomes a source of great comfort to carry out their duties. In addition, the right to freedom of expression is also as capable to maintain the relationship and be more open-minded to accept the views, criticism and new ideas are presented mainly in solving various problems in the organization.
The performance appraisal was conducted in an objective, fair and transparent and displayed by ratees towards the achievement of the objectives set. It encourages positive competition among employees to improve quality and productivity. In addition, it is also building the bilateral relationship between the employees and raters and no influence or favor. The raters carry out their duties responsibly and honestly. The negative effect will cause the marks given are inaccurate and invalid, and the result was unreliable.
The negative attitude of the employees who perform tasks such as complacency, lack of focus, delay work, boastful, arrogant will affect the performance appraisal. In addition, the knowledge possessed by the raters in connection with the performance of ratees is not sufficient because raters using the record and the existing data cannot be validated and verified. It will lead to a valuation carried out only using limited information and authenticity can be questioned.
The results of this evaluation will enable management to take actions, judgments and decisions related to the management and career development of the employees which are determine appropriate placement and career potential abilities, benefits and progress, determine suitability and eligibility for promotion and temporary transfer. In addition, it determines eligibility or suitability for movement and salary increment, determine the award and identify training needs in the future.
Threat for ratees there are various types of error assessment of the ratees such as similar to me, positive lenience, negative lenience, halo or horn effect, recency effect, attribution bias, stereotyping, contrast effect, first impression and central tendency. If raters have this error assessment, it will affect the performance appraisal results. For the example, the raters have negative lenience and the raters difficult or reluctant to give high marks to an employee even though the employee is entitled to receive it. This is injustice to the employee if the raters thought ratees not be eligible for higher marks than the raters.
REFLECTION
Everyone in organization plays an important role in performance appraisal. Ratees rights and dignity should be kept to a performance appraisal system and can be used legally. Failure to follow all levels will cause the system used confronted with various problems. The unions also can affect performance appraisal because the trade unions have established labor laws that can protect the rights and dignity of employees.
Conclusion
Performance appraisal system that will result in a fair and objective assessment of the performance made the decision to be well received by the majority of workers because it will affect the determination of the increase and decrease in salary, promotion, job rotation, training, transfer, retention and dismissal of the ratees. If performance appraisal is not managed wisely, it will lead to conflict between the raters and ratees. This leads to performance appraisal results and do not get the consent of both parties. Effects last significant dissatisfaction employees and management. The performance appraisal system should not be concerned with any party but to be fair so that the ratees are maintained.