INTRODUCTION
Performance appraisal is an important process for any organization. It is the responsibility of managers to evaluate and assess the performances of their subordinates in order to motivate, encourage and reward them. 532 performance appraisal model, also known as the five 3 two model, is a simple system developed to assess and monitor employee performance.
The 532 model is relatively easy to implement and gives employers an in-depth look at employee performance management. It is a popular performance appraisal system and is used widely, especially in organizations that have a hierarchical structure such as government agencies and corporations.
BACKGROUND
The 532 performance appraisal model was devised by David Koehler in the 1950s. The model consists of five elements: job knowledge, initiative, communication skills, organizational skills and leadership. Each element is then sub-divided into three categories: performance, behavior and results. The category performance will assess the amount of ability an employee has in a certain area, while the category behavior evaluates their attitude while undertaking the task. Finally, the category results will determine the impact their performance has had on the overall organization.
The two remaining division of the 532 model are the objectives and the outcomes. The objectives are the predetermined tasks that the employee needs to achieve, while outcomes assess the actual results of their efforts. The outcomes evaluate and reflect the success rate of the employee and their accomplishments.
APPLICATION OF THE MODEL
The 532 model is applied by supervisors or managers of the organization. First, they are required to determine the objectives of the appraisal. For example, they need to decide on the specific tasks the employee will be required to complete and the extent to which they should complete them.
Once the objectives have been established, supervisors must then evaluate and measure the performance of the employee in each of the five elements: job knowledge, initiative, communication skills, organizational skills and leadership. They will assess and grade each element separately and determine a score for each one.
Once the performance of the employee has been evaluated and graded, the supervisor will then evaluate the outcomes. The objective is to determine how successful the employees efforts were in achieving the task and how much contribution the individual has made to the overall performance of the organization.
ADVANTAGES
The 532 model is a comprehensive system that allows employers to assess employee performance in a detailed and systematic manner. The model is relatively easy to understand and use; even those without an HR background can learn it quickly and use it effectively.
Another benefit that the 532 model provides is that it allows organizations to set criteria and objectives for their employees, which can help to motivate and encourage them to perform better. Furthermore, the 532 model allows supervisors and managers to easily identify and recognize employees who have made the most contribution and are performing well in their respective positions.
Moreover, since the 532 model is based on objective criteria, also can be a powerful tool for ensuring fair and accurate performance appraisal. Finally, this system helps employees to see how their performance is being assessed and to evaluate their personal progress.
LIMITATIONS
Although the 532 model is an effective system for evaluating employee performance, it has a few limitations. The main disadvantage of the system is that it can be time-consuming to implement. It requires the detailed input of supervisors and managers, as well as an extensive amount of data.
Furthermore, the 532 performance appraisal model does not take into account certain factors such as a creative or innovative approaches to tasks, which may be beneficial to the organization but difficult to measure. Finally, since the 532 model requires supervisors and managers to assess employees, it can be subject to bias and manipulation.
CONCLUSION
The 532 performance appraisal model is a popular system used to evaluate and assess employee performance. It is comprehensive, relatively easy to use and helps organizations to set objective and measurable criteria for employee performance evaluation.
However, the 532 model does have its limitations, such as its complex and time-consuming nature, and its inability to consider certain factors such as creativity or innovation. It is important for organizations to understand these limitations and to tailor the system as needed to suit their specific needs and organization.
