Performance Appraisal

Topics: Performance appraisal, Evaluation, Human resource management Pages: 11 (2537 words) Published: January 6, 2013

Definition 1: Systematic Evaluation
“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 |Performance Standards à |Performance Appraisals | |Describe the work and personnel requirement|Translate job requirements into levels of |Describe the job relevant strengths and | |of a particular job. |acceptable or unacceptable performance |weaknesses of each individual. |

Objectives of Performance Appraisals

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

|General Goals |Specific Goals | |Developmental Use |Individual needs | | |Performance feedback | | |Transfers and Placements | | |Strengths and Development needs | |Administrative Decisions / Uses |Salary | | |Promotion | | |Retention / Termination | | |Recognition | | |Lay offs | | |Poor Performers identification | |Organizational Maintenance |HR Planning | | |Training Needs | | |Organizational Goal achievements | | |Goal Identification | | |HR...
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