Web-Based Appraisal System
Introduction
Modern human resource management systems are characterized by different kinds of innovations more so from a technological point of view. In line with this, appraisal systems serve as one of the most important areas within the practice of human resource management.
Essentially, an appraisal system encompasses the evaluation of employees’ performance while also facilitating for the establishment of appropriate frameworks towards the enhancement of organizational change. For this particular case study, a detailed review of the web-based appraisal system of the San Diego Zoo shall be conducted. The analysis shall also encompass the review of other perspectives such as the old appraisal system for the zoo and the necessity for change.
Question 1
Importance Of Changing San Diego Zoo’s Old Appraisal System
San Diego Zoo is a renowned tourist destination not only in the State of California but also from a global perspective. With approximately 3800 species of animals, the San Diego Zoo is distinguished from other zoos because it hosts the giant panda. With such a rich reputation, there was the dire need for the zoo to overhaul its old appraisal system. This system was not only characterized by a high level of inconsistency but also numerous pitfalls in terms of effectiveness. (Sani, 2012)
In essence, the appraisal system was widely considered by the zoo’s management as a mere formality towards the fulfillment of its human resource framework. Consequently, most employees would only be appraised after many years; this was one on the main reasons as to why the zoo was characterized by an extensive level of performance-lapse. Additionally, as a result of the numerous flaws of the old appraisal system, most employees did not take their jobs seriously.
For instance, some employees would frequently apply for unjustified leaves. It is also of paramount importance to highlight the fact that the old appraisal system at the San Diego Zoo did not facilitate for the identification of organizational goal and objectives. (Kumar, 2012)In line with this, the zoo’s performance was on the decline for many years until the organization established the new web-based appraisal system. The old appraisal system at the San Diego Zoo also had negative implications upon the employees; for instance, motivation levels were very low.
Additionally, the efforts of hardworking employees were barely rewarded accordingly in terms of pay increments or bonuses. All these perspectives clearly indicate the fact that there was the dire need for change as for the employee appraisal system at San Diego Zoo. Considering the fact that the organization operates on a nonprofit basis, it is of paramount importance to establish an appraisal framework that enhances the performance of employees while also facilitating for the minimization of costs. The change in San Diego Zoo’s appraisal system brought about numerous beneficial implications; for instance, the new system facilitates for a comprehensive framework for rewarding the zoo’s employees based on their performance. (Sani, 2012)
Furthermore, the new appraisal system facilitates for the identification of organizational loopholes and as such, remedial action is developed in time. Without these kinds of changes, the San Diego Zoo would not have managed to achieve the basic international standards in terms of human resource management. (Kumar, 2012)
Question 2
The Pros And Cons Of Using A Web-Based Appraisal System
A web appraisal system encompasses the use of modern technological platforms to evaluate the performance of employees in any given organization. Within the 21st Century, numerous organizations have embraced the use of web appraisal systems within their set-ups in order to streamline performance while also enhancing the different elements of service delivery. As highlighted in the previous section, the San Diego Zoo recently introduced web appraisal within its systems; it is therefore critically essential to evaluate the various implications of such a system.
Advantages of Using Web-based Appraisal Systems
Digitization of data serves as one of the most notable beneficial implications of using web appraisal within the human resource management system of any given organization such as the San Diego Zoo. (Miller, 2003)It is easier to analyze digitized information as opposed to manual data because minimal time is consumed. Furthermore, digitization of data enables the human resource manager to track the progress of newly-recruited employees within the organization.
Consequently, these employees are easily integrated within the setup of the new organization. Identification of loopholes serves as another major advantage associated with the use of web appraisal systems. Essentially, the human resource management systems in organizations are characterized by one or more forms of weaknesses. Such weaknesses include recruitment policy, enhancement of motivation among employees and the like. (Badawy, 2007)
Without a comprehensive appraisal system, it is quite challenging for the organizations to identify these kinds of loopholes; however, the introduction of the web-based appraisal within the human resource systems enables organizations to identify the areas of weaknesses. In addition to the identification of loopholes, the web-based appraisal systems also play an instrumental role towards the development of efficient remedies for the various loopholes. (Miller, 2003)
It is also critically essential to pinpoint the fact that web appraisal systems strongly contribute towards the enhancement of employees’ performance within an organization. This is because employees have to work in line with the various goals and/or objectives of the organization. Within the San Diego Zoo, the introduction of the web appraisal systems by Mulligan strongly enhanced the levels of performance among employees. Another major advantage of the web appraisal system is that it is characterized by low levels of bias.
This is because human resource managers have minimal influence upon the web appraisal system and as such, it brings about exemplary levels of impartiality. Less time is consumed while conducting web appraisal systems as compared to the human assessment approach; consequently, results are achieved quickly. (Badawy, 2007)
Disadvantages of Using Web-based Appraisal Systems
As much as web appraisal systems are associated with different kinds of benefits, it is also essential to note that they bring about various undesirable implications. In order to implement web appraisal systems successfully, organizations must invest heavily more so in terms of finances. This implies that organizations must devote a certain proportion of their budgetary allocations for the implementation of web appraisal within their human resource systems. (Miller, 2003)Such resources might not be necessarily available and as such, other essential tasks of the organization might be easily compromised.
Apart from financial constraints, another negative implication of web appraisal systems pertains to the fact that these kinds of platforms might easily compromise face to face appraisal. When human resource managers rely upon web appraisal systems, they spend less time interacting with employees and this is more or less likely to undermine the overall quality of the appraisal system. Considering the fact that web appraisal systems result into extensive digitization of data, the human resource system becomes highly susceptible to issues such as computer virus attacks. Additionally, hackers might easily exploit the loopholes evident in web appraisal systems and thus undermine the organizational performance and/or efficiency. (Badawy, 2007)
Another potential disadvantageous implication of web appraisal system pertains to the technical perspectives; implementing such a system requires extensive technical input from expert professionals. Outsourcing the services of such experts requires extensive financial outlay and this increases the organizational expenditures. Additionally, it is also critically essential to pinpoint that the web appraisal systems can easily undermine the performance of employees in that they might get stressed as a result of the pressure associated with the pursuit of organizational goals and/or objectives. (Miller, 2003)
Question 3
Effect Of The New Appraisal System On Employees
The new web appraisal system not only affects the organizational performance of the San Diego Zoo but also the employees. As mentioned earlier, the web appraisal system serves an excellent platform for human resource managers to examine and/or evaluate the performance of employees. (Magdy, 2012)Consequently, the employees must change their attitude towards their jobs in order to pursue common goals and objectives. This implies that the employees must renew their dedication towards the organization not only in terms of attitude but also with regard to commitment.
From a different perspective, the new web appraisal system at San Diego Zoo affects the employees in terms of earnings. Such a system enhances the payment of employees in terms of their performance. (Ruth, 2010) In line with this perspective, hardworking employees are rewarded with pay hikes or bonuses.
On the other hand, employees who fail to attain the stipulated objectives are not rewarded and as such, they are challenged to put more effort. Employees are also affected by the new appraisal system in terms of development of innovative initiatives. For instance, employees might establish a framework aimed at enhancing the number of tourists who visit the San Diego Zoo on a day to day basis. (Magdy, 2012)Such initiatives would contribute immensely towards the enhancement of organizational performance at the zoo. As highlighted earlier, web appraisal systems enhance the levels of motivation within an organization; this is because employees work towards the realization of specific goals. In line with this perspective, the employees at San Diego Zoo will be strongly motivated as a result of the specification of organizational goals and objectives.
The appraisal system also affects the employees in terms of policy change; this encompasses regulations and organizational hierarchical arrangement. All these perspectives illustrate the various ways in which the new appraisal system affects the employees not only at San Diego Zoo but also human resource management systems in other organizations. (Ruth, 2010)
Conclusion
This case study was aimed at providing a detailed evaluation of the web appraisal system at San Diego Zoo in the State of California. Throughout the analysis, various perspectives have been examined; as far as the zoo’s old appraisal system is concerned, the necessity for change has been vindicated. For instance, the old appraisal system was characterized by high levels of inconsistency which subsequently undermined and/or curtailed organizational performance.
Additionally, the case study has also examined the specific implications of the web appraisal system in terms of advantages and shortcomings. The enhancement of organizational performance serves as one of the most notable advantages of the web appraisal system. On the other hand, expenses associated with the implementation framework serve as shortcomings of the new appraisal system.
References
Badawy, M. K. (2007). “Managing human resources,” Research Technology Management, 50(4), 56-74
Kumar, M. D. (2012). “Leveraging technology towards HR excellence,”Information Management and Business Review, 4(4), 205-216
Magdy, A. N. (2012). “Testing the impact of human resource management practice,” International Journal of Social Science, 3(9), 105-119
Miller, J. S. (2003). “Managing appraisal in the information age,” Journal of Labor Research, 24(3), 409-424
Ruth, W. A. (2010). “Performance appraisal,” Performance Appraisal Research, 1-6
Sani, D. A. & Isaac, A. S. (2012). “Effects of strategic performance appraisal,”International Business Research, 5(4), 124-33
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