Managing and Appraising Employee Performance


The majority of an organization’s effectiveness, regardless of its size, is contingent on the accomplishments of its personnel. Performance management aggressively controls a worker’s efficiency and guarantees that the person has met the institution’s objectives, ambition, purpose, and fundamental principles. In contrast, achievement appraisals focus solely on the personnel’s functioning over the year and provide the person with final comments. The human resources department plays a vital role in developing and carrying out quality reviews. The HR team is an intermediary between the operational directors or review authority and the workforce. Consequently, human resource management must guarantee that the appraisal process is carried out efficiently. This essay aims at determining HR’s role in the performance management process and explains how to ensure the process aligns with the organization’s strategic plan. Moreover, the paper provides differences between trait, behavioral, and results-based performance appraisal systems and highlights the best-suited appraisal for Maersk Customer Service. Finally, the essay identifies and enumerates various performance rating scales that corporations can use.

HRM’s Role in Performance Management

HRM plays a crucial role in designing and implementing performance management strategies. The HR manager functions as a liaison between functional leaders and employees. HRM’s job is to guarantee the execution of the achievement administration procedure runs smoothly. HRM’s function in the accomplishment management process is to construct the full process, ensuring that it is straightforward and does not take too much time (Kravariti & Johnston, 2020). HRM must know the obligations allocated to each personnel to build and design a method through which their overall success may be graded concerning their primary areas of duty.

As a human resources expert, one must sit down with the functional leaders of all divisions so that they are aware of which staff has been delegated which responsibilities. The performance management criteria must be very clear and straightforward. HRM should present staff with the right coaching to manage the entire performance assessment process with elegance and good sportsmanship. In addition, the HRM must meet with supervisory agencies to verify that productivity control activities are completed on time and that only qualified workers receive benefits. The HRM’s duty will be to match the quality management framework with the organization’s long-term objectives. A corporation would be able to recognize its most valuable talents and develop mechanisms to retain them for the future. The tactical methodology must create the organizational structure that will aid in preserving talent within the institution. HRM strategic infrastructure could be crucial in any enterprise’s effectiveness management procedure. Therefore, it is necessary to identify the imbalance in the HRM function and close it to ascertain that the company can retain key personnel deemed essential for achieving its goals.

Differences between Trait, Behavioral, and Results-Based Performance Appraisal Systems

There are numerous distinctions between trait, behavioral, and results-based quality assessment techniques. Personal traits include but are not limited to, attitude, physical attractiveness, professional attitude, management, commitment, and discernment (Murphy, 2020). This quality is helpful in various situations, such as when one needs to describe leadership potential, reliability, and other benefits that will result from this review style. A results-based assessment system, also known as an interpersonally safeguarded rating approach, is used to evaluate an employee’s performance by assessing certain actions on a scale (Murphy, 2020). For instance, it can be used to evaluate the effectiveness of personnel in a company, such as whether they answer the phone appropriately or validate customer information as requested by management.

Behavioral evaluation methodologies specify which conduct should and should not be demonstrated on the job. Certain methodologies are used for cognitive appraisals, such as the major emergency procedure, which is applied when a worker’s conduct results in an atypical success or failure in certain aspects of the job (Murphy, 2020). In addition, the interpersonally oriented measurement instrument and the behavior observation scale (BOS) are employed to evaluate critical situations. A BOS is intended to quantify the frequency with which a behavior is noticed (Murphy, 2020). For instance, the number of instances an individual was caught leaving a storage unit containing top secret information accessible.

Maersk Suited Appraisals

Due to the many performance evaluation methods, the behavioral evaluation would most advantage Maersk Customer Service CARE Business Partner. Maersk strives to provide consumers with world-class service. As previously noted, behavior evaluations assess whether acts should or should not be demonstrated in the workplace. As one of the major transport firms, Maersk’s quality assessments should consider the corporation’s demands. It should help encourage and determine the worker’s development necessities to establish a strong project schedule for the laborer’s future accomplishment and the institution in general. In addition, behavior evaluation would need company growth based on outcomes such as keeping business possibilities successful. Understanding that customers benefit from work obligation as the principal point of contact is crucial.

Performance Rating Scales

In quality management frameworks, rating scales reflect an employee’s level of accomplishment or progress. Graphical rating scales are a trait-based method for evaluating personnel effectiveness in which each employee is scored based on a scale of qualities (Snell & Morris, 2018). With this form of scale, it is important to consider the wide variety of diagrammatical scale requirements. There are variations in the qualities or parameters on which a person is evaluated, the depth to which the performance indicators are established for the appraiser, and the clarity with which the points on the scale are described (, 2022). This measure can be advantageous to Maersk because it is affordable and can evaluate the achievements of all employees.

Typically, numerical scales incorporate a set of specific actions that indicate distinctions of competence and serve as anchors for ranking personnel on multiple behavioral characteristics. Groysberg et al. (2012) noted that several employees struggled with the transition when Maersk transformed into a major firm in 2012. Therefore, quantitative scales would objectively provide feedback (Wiles, 2018) regarding a potential incident in the Maersk scenario. The letter scales method encourages participants to pair a given statement with equally positive or negative comments. The assertions are intended to differentiate between effective and ineffective performance (Snell & Morris, 2018). This form of evaluation scale could be quite effective for evaluating the Maersk client service status because it compels respondents to make objective decisions.


Performance management rigorously controls an employee’s productivity and ensures that the individual has accomplished the institution’s goals, aspirations, mission, and guiding principles. In contrast, performance evaluations focus primarily on the employee’s performance throughout the year and provide concluding remarks. Human resource management is vital to the design and implements achievement management techniques. There are considerable differences between phenotypic, behavioral, and results-based methods of assessing quality. These performance evaluations can uncover development prospects and assist managers in determining the instruction needs of their employees, resulting in a more successful company.

Moreover, they enable HRM to identify future talent and evaluate when teammates are prepared for increasing responsibility. In performance administration frameworks, graphical, numeric, and letter rating scales are utilized to show a worker’s level of success or advancement. The employee assessment methods allow HRM to conduct critical appraisals from more personnel in a single review cycle, accelerating the review procedure. Therefore, organizations should ensure that they have appropriate quality management and appraisal tools for effective employee productivity.


Groysberg, B. O. R. I. S., & Abbott, S. (2012). AP Møller-Maersk Group: Evaluating strategic talent management initiatives. Harvard Business School Case, 2012, 412-147. Web. (2022). Rating employees: Which scale delivers the best Results? Web.

Kravariti, F., & Johnston, K. (2020). Talent management: A critical literature review and research agenda for public sector human resource management. Public Management Review, 22(1), 75-95.

Murphy, K. R. (2020). Performance evaluation will not die, but it should. Human Resource Management Journal, 30(1), 13-31.

Snell, S., & Morris, S. (2018). Managing human resources. Cengage Learning.

Wiles, J. (2018). Peer feedback boosts employee performance. Gartner. Web.

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