Synopsis of Performance Appraisal

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Appraising the performance, at individuals, groups, organizations, is a common practice of all societies. While in some instances these appraisal processes are structured and formally sanctioned, in some instances they are informal and integral part of daily life.

Performance appraisal is a method of evaluating the behavior of employees in the work pot, normally including both quantitative and qualitative aspects of job performance.

Performance refers to the degree of accomplishment of the tasks that make up an individuals job it indicates how well an individuals fulfilling the job demands performance is always measured in terms of results. When properly conducted performance appraisals not only let the employee how well he is performing but should also influence the employees future level of effort, activities, results and task direction. Under performance appraisal we evaluate not only the performance appraisal is the systematic description of employee’s job relevant strengths and weaknesses. The basic purpose is to find out how well the employee is performing the job and establish a plan of improvement. Appraisal process is always systematic in the sense that it tries to evaluate performances in the same manner using the same approach. Appraisals are arranged periodically according to a definite plane. Performance appraisal is a continuous process in every large scale organization. Performance appraisal provides information about the performance ranks basing on which decisions regarding salary fixation, confirmation, promotion, transfer and demotion are taken. It provides feedback information about the level of achievement and behavior of subordinate. This information helps to review the performance of the subordinate, rectifying performance deficiencies and to set new standards of work is necessary. It provides information, which helps to council the subordinate. It provides the information to diagnose deficiency in employee regarding skill, knowledge, determine training and developmental needs and in disciplinary activities.

Main purpose of performance appraisal are

* To create and maintain a satisfactory level of performance * To contribute to the employees’ growth and development through training, self and management development programs. * To help superiors to have a proper understanding about their subordinates. * To facilitate fairs equitable compensation based on performance.


The performance appraisal process follows a set pattern and consists of following steps:

a) Establishing performance standards:-

The appraisal process beings with setting up of criteria to be used for appraising the performance of employees. The criteria is specified with the help of job analysis which reveals the contents of a job. This criteria should be clear, objective and in writing. It should be discussed with the supervisors to ensure that all he relevant factors have been included. Where the out put can be measured the criteria is clean. If work performance cannot be measured, the performance characteristics, which contributed to employee performance, must be determined. These characteristics include work quality, honesty and reliability, cooperation, team work, job knowledge, initiative, leadership, safety consciousness, attendance, learning ability adaptability, judgment, sense or responsibility, health ad physical condition, etc. these standards should be indicated on the appraisal form. Appraisal forms should be carefully designed and printed.

In addition who is to do the appraisal and how frequently appraisal is to done should also be decided. In fact, performance standards will depend upon the objectives of the appraisal i.e. to appraise actual performance on the present job or to judge potential for higher jobs. b) Communicating the standards:-

The performance standard specified in the firs step are communicate and...
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