performance appraisal in china

Introduction
Performance appraisal is a western forethought apprehension (Bennington & Bai, 2005; Shen, 2008) which represents a central function of human resource management (Dulebohn & Ferris, 1999). To channel employees abilities and efforts to match organisational expectations, organisations should develop a good surgical process appraisal system that can measure employees performance with apt accuracy, provide employees with feed natural covering on their performance, and give opportunities to employees to correct their weaknesses (Camardella, 2003; Chan, 2001; Zhu, Dowling, & Holland, 1996). This definition distinctly presents that performance appraisal offers a chance to assess or judge various aspects of employees work performance by checking back how they have performed in the past and then predicting and developing their rising performance (Glen, 1995; Losyk, 2002). However, some organisational researchers recognise that it is difficult to translate western performance appraisal into a different cultural surroundings (Bennington & Bai, 2005; Shen, 2008; Zhu et al., 1996). It leads the practice of performance appraisal in China live some problems.





The purpose of this essay is to point out how to purify the metier of performance appraisal in China by exploring the problems discovered in the implementation of performance appraisal in China. Firstly, this essay identifies the differences between Chinese performance appraisal and western performance appraisal. Secondly, it critically analyses two problems discovered in the implementation of performance appraisal in china: one is the neediness of effective feedback in performance appraisal; another is its over-emphasis on the function of measuring reward and punishment for the employee rather than identifying employees possible ability in the long run. At last, it discusses how to improve the effectiveness of performance appraisal by considering four suggestions.
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