Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behaviour and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement.
Performance appraisal could be taken either for evaluating the performance of employees or for developing them. The evaluation is of two types: telling the employee where he stands and using the data for personal decisions concerning pay, promotions etc.
Appraisal of employees serves several useful purposes:
1) Compensation decisions: It can serve as a basis for pay raises. Managers need performance appraisal to identify employees who are performing at or above expected levels. This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems, employee receives raises based on performance.
2) Promotion decisions: It can serve as a useful basis for job change or promotion. When merit is the basis for reward, the person doing the best job receives the promotion. If relevant work aspects are measured properly, it helps in minimizing feelings of frustration of those who are not promoted.
3) Training and development programs: It can serve as a guide for formulating a suitable training and development program. Performance appraisal can inform employees about their progress and tell them what skills they need to develop to become eligible for pay raises or promotions or both.
4) Feedback: Performance appraisal enables the employee to know how well he is doing on the job. It tells him what he can do to improve his present performance and go up the 'organizational ladder'.
5) Personal development: Performance appraisal can help reveal the cause of good and poor employee performance. Through discussion with individual employees, a line manager can find out why they perform as they do and what steps can be initiated to improve their performance.
Employees of the Toyota motor company are given a performance appraisal each year. New employees are given a performance appraisal after their initial 90 days of employment.
Performance Appraisal is a formal and mutually agreed upon a system of planning and reviewing employee performance.
Reviewing
You can either download an online performance appraisal software or an appraisal calculator. There are also some websites that will have someone evaluate through a live chat or survey.
to whom do you think is performance appraisal more significant to the organization or to the individual
potential appraisal is not performance appraisal. similarly performance appraisal is not potential appraisal.
The performance appraisal system at Wipro uses three types of appraisal for their employees. It includes a confirmatory appraisal, an interim appraisal, and an annual performance appraisal.
Rationale for performance appraisal
how to provide performance appraisal and what things are based it
What is the usage of performance appraisal systems?
Abstract of performance appraisal system
How make is performance appraisal of Internal Auditors
Why is performance appraisal often regarded negatively
performance appraisal used in sony
work engagement is the consequence of effective performance appraisal
The relationship between goal setting and performance appraisal is that a performance appraisal measures how well you achieved the goals you set. It looks at what you achieved, what you didn't achieve, and what you need to do to improve your performance for the next appraisal period.
Performance appraisal promote development of individual and organization?