21;).The performance appraisal carries a lot of weight in the organizational effectiveness and its special implications for developing the firms HR. The performance appraisals for organizations that undergo significant change in implementing new information technologies confront the challenge of establishing an infrastructure to support the new system. The sophistication of integrated manufacturing technology raises the possibility of nearly fully automated performance monitoring. Such a monitoring system may comprise counts of production error rates and time taken to process items. Some have suggested that appraisal of work outcomes will become entirely numerical as computerized systems provide employees with instant feedback. This instant feedback may act as a motivator, but overemphasis on quantitative performance measures at the expense of qualitative judgments demises the level of developmental feedback provided to an employee and may have negative consequences in terms of employee satisfaction (“Technology”).Three problems may cause threats to an effective performance appraisal system in the technology driven workplace. One, distant workers may receive decreased feedback from supervisors. Secondly, process issues may be neglected in favor of emphasis on an outcome orientation, and thirdly, the developmental quality of supervisor employee relationships may deteriorate if distant technologies de-emphasize face-to-face interaction. Automated performance evaluation systems may add value to the virtual environment, but organizations and individuals benefit more from increased emphasis on developmental appraisals and personal interactions between the supervisor and employees. As a result, human resource management will need to develop the use of frequent and face-to-face developmental appraisal will be positively associated with performance citizenship behaviors, and individual intent to stay among information technology wo...
