Methods of Preformance Apprisal

Topics: Human resource management, Performance appraisal, Human resources Pages: 7 (1877 words) Published: July 13, 2013

Performance Appraisal Methods | Human Resources Management

Performance Appraisal Methods
“It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System, Reasons and Measures of future performance “It is formal, structured system of measuring, evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee, organization and society all benefits.”

Meaning of Performance Appraisals
Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviors as a part of assessment because behaviors do affect job results.

Performance Appraisals and Job Analysis Relationship
Job Analysis à Describe the work and personnel requirement of a particular job. Performance Standards à Translate job requirements into levels of acceptable or unacceptable performance Performance Appraisals Describe the job relevant strengths and weaknesses of each individual.

Objectives of Performance Appraisals
Use of Performance Appraisals 1. 2. 3. 4. 5. 6. 7. 8. Promotions Confirmations Training and Development Compensation reviews Competency building Improve communication Evaluation of HR Programs Feedback & Grievances

4 Goals of Performance Appraisals
General Goals Developmental Use Specific Goals Individual needs Performance feedback Transfers and Placements Strengths and Development needs Administrative Decisions / Uses Salary Promotion Retention / Termination Recognition 1/5


Performance Appraisal Methods | Human Resources Management

Lay offs Poor Performers identification

Organizational Maintenance

HR Planning Training Needs Organizational Goal achievements Goal Identification HR Systems Evaluation Reinforcement of organizational needs


Validation Research For HR Decisions Legal Requirements

Performance Appraisal Process
1. 2. 3. 4. 5. 6. 7. 8. Objectives definition of appraisal Job expectations establishment Design an appraisal program Appraise the performance Performance Interviews Use data for appropriate purposes Identify opportunities variables Using social processes, physical processes, human and computer assistance

Difference between Traditional and Modern (Systems) approach to Appraisals Categories Guiding Values Leadership Styles Frequency Formalities Rewards Traditional Appraisals Individualistic, Control oriented, Documentary Directional, Evaluative Occasional High Individualistic Modern, Systems Appraisals Systematic, Developmental, Problem solving Facilitative, Coaching Frequent Low Grouped, Organizational

Numerous methods have been devised to measure the quantity and quality of performance appraisals. Each of the methods is effective for some purposes for some organizations only. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or an employee. Broadly all methods of appraisals can be divided into two different categories. Past Oriented Methods 2/5


Performance Appraisal Methods | Human Resources Management

Future Oriented Methods Past Oriented Methods 1. Rating Scales: Rating scales consists of several numerical scales representing job related performance criterions such...
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