Best practices in performance appraisal in government organizations

Performance appraisal has been viewed as a crucial tool in the HRM and it helps in appraising the employee’s performances irrespective of the organizations they are working in. Government organizations have been pioneering in the field of performance appraisal of their employees. Since, government organizations have been serving the common people performance appraisal of these civil servants becomes mandatory. However, the requirement to mandate performance appraisal in the federal organization in order to measure performances is quiet evident. The civil servants of the system have faced certain backlogs in maintaining this standard of appraisal.
The government of United States has been placing greater emphasis on the performance of their civil servants, for meeting up the expectations of their stakeholders and customers. However, one of the major problems faced by the government is regarding validating the standards of performance appraisal for maintaining transparency in the appraisal techniques (Maher, 2011). Moreover, it has also been observed that the current government workforce planning are lacking behind the set standards. This fragmented practice of the government, hinders their ability towards achieving their perceived targets. The unplanned structure of the government for the workforce management makes them deviate from their operations and results in lack of confidence within the people along with shattered market conditions (IBM, 2002).
Government organization practices have largely been observed, to be the weakest while considering the performance appraisal approach. It has also been observed that many organizations, operating under the federal government, lacks proper tools for evaluating the performance appraisal of their employees (Rubin, 2011). The commercial institutions are more efficient in managing the employee performances and achieve their strategic goals. Moreover, the major backlog