Performance appraisals grant upper management an opportunity to reward excellent performance or reprimand unsatisfactory performance. The managing stage includes monitoring performance and providing feedback throughout the process.
As said above the very purpose of performance uprising is to know performance of employee, subsequently to decide whether training is needed to particular employee or to give promotion with additional pay hike. Every corporate sector uses performance appraisal as a tool for knowing about the employee and take decisions about particular employee.
What does the term performance actually mean? Employees are performing well when they are productive. Productivity implies both concern for effectiveness and efficiency, effectiveness refers to goal accomplishment.
However it does not speak of the costs incurred in reaching the goal. That is where efficiency comes in. Efficiency evaluates the ratio of inputs consumed to outputs achieved.
The greater the output for a given input, the greater the efficiency. It is not desirable to have objective measures of productivity such as hard data on effectiveness, number of units produced, or percent of crimes solved etc and hard data on efficiency average cost per unit or ratio of sales volume to number of calls made etc.
In addition to productivity as measured in terms of effectiveness and efficiency, performance also includes personnel data such as measures of accidents, turnover, absences, and tardiness. That is a good employee is one who not only performs well in terms of productivity but also minimizes problems for the organisation by being to work on time, by not missing days, and by minimizing the number of work-related accidents.
Appraisals are judgments of the characteristics, traits and performance of others. On the basis of these judgments we assess the worth or value of others and identify what is good or bad.
In industry performance appraisal is a systematic evaluation of employees by supervisors. Employees also wish to know their position in the organization.
Appraisals are essential for making many administrative decisions: Besides they aid in personnel research. Performance Appraisal thus is a systematic and objective way of judging the relative worth of ability of an employee in performing his task.
Performance appraisal helps to identify those who are performing their assigned tasks well and those who are not and the reasons for such performance. Performance appraisal has been defined by different scholars in various ways.
Some of the important definitions are as follows: Beach, "Performance appraisal is systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development".
Schuler, "Performance appraisal is a formal, structured system of measuring and evaluating an employees job, related behaviour and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organisation, and society all benefit.
It is a continuous process to secure information necessary for making correct and objective decisions on employees.Trakstar's performance management software is the best way to implement a fair. Head: Appraisal Performance Appraisal Assignment Evangelia Jose BUS Chavonne McCall September 17, Performance Appraisal Assignment Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed (Youssef, ).
The performance appraisal should be measured during the period of time between the current appraisal and the employees most recent appraisal, which is typically either three month, six months, or one year.
The scope of the appraisal should be focus on the items listed in their specific job description. Objectives & Scope of Performance Appraisal by Shane Thornton - Updated September 26, Performance appraisals are systematic ways of measuring, reviewing and analyzing employee performance over a given period of time and using the information gathered to plan for the employee’s future with the organization.
The performance appraisal is the process of assessing employee performance by way of comparing present performance with already established standards which have been already communicated to employees, subsequently providing feedback to employees about their performance level for the purpose of improving their performance as needed by the organisation.
Scope of Human Resource Management (HRD): - HRD is broader than human resource management; it consists of several sub-systems.
such as training and development, employee appraisal, counselling, rewards and welfare, quality of work life, etc. these are the areas within its scope.5/5(1).