Replies to your question are as below:
"Do HR professionals actually face challenges when it comes to performance appraisal?
Comment: - Since you have inserted word "actually" in your question. It appears that you have a doubt on the challenges that HR face in Performance Appraisal (PA). Do you have a notion that HR professionals do not have challenges but they just pretend it? Following are the challenges in general:
a) Accurate measurement of the performance
b) When Manager awards low marks, it disgruntles the junior employee. This disgruntlement could result in his/her exit also. Therefore, PA, far from being the Organisation Development (OD) exercise, undercuts the growth.
c) Managers are not sensitised on the importance of PA. They treat this process casually.
What are the various strategies they adopt in order to overcome the same?
Comment: - No strategy is required as such. More than strategy, sound policy on PA is required. The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Do you think performance appraisal varies from sector to sector?"
Comment: - While the process may not vary, the measures of performance will vary. Measures of performance need to be customised according to one's business. This is the real challenge. While measuring, we need to ask question, do we measure what deserves to be measured? Are our measures superfluous? While measuring employee performance are we ignoring organisation's performance or business performance?
8th December 2015 From India, Bangalore