Performance Appraisal and Its Negative Feedback
PERFORMANCE APPRAISAL AND ITS NEGATIVE FEEDBACK
A performance appraisal system had been established in that firm several years ago. The management with the help of consultants, conducted several innovative experiments and introduced many improvements in their existing system. The company believes that the system of performance appraisal is a strong tool and if it is wrongly rated, the results may mar .It printed on the format , a flowchart with full details mentioning dates and months for execution. At first ,it would go to the appraisee who would write down, if any, all his non-routine and excellent achievements in the self-appraisal column. Then the rather, his immediate boss ,would put his remarks on this and would rate the appraise by ticking ‘outstanding, good,fair and unsatisfactory’ on the columns of quality of output, job knowledge, decision-making, communication skills, human relations, planning and organizing, creativity and initiative, leadership, time management etc. The reviewer would thoroughly review column by column and would give his opinion. Before it was sent to the top management for better transparency, the signature of the appraisee was obtained. This system was in vogue and the management took pride in this modified system, which resulted in retention of employees.
The blank form was given to SD Misra ,Manager (HR),a very sincere and a highly dedicated employee, who had achieved ‘outstanding’ rank for the last six years, for writing in the self-appraisal column. He did certain critical jobs during the year and wrote three. One, the industry suffered a scarcity of water during summer, which affected their industrial canteen also. Misra who was in-charge of the canteen, went to the small dam from where they receive water. He found the pipeline supplying water to the industry’s main pump during night time everyday. One night, he went along with his assistant and observed to his surprise that the employee of the dam has closed the valve
A performance appraisal system had been established in that firm several years ago. The management with the help of consultants, conducted several innovative experiments and introduced many improvements in their existing system. The company believes that the system of performance appraisal is a strong tool and if it is wrongly rated, the results may mar .It printed on the format , a flowchart with full details mentioning dates and months for execution. At first ,it would go to the appraisee who would write down, if any, all his non-routine and excellent achievements in the self-appraisal column. Then the rather, his immediate boss ,would put his remarks on this and would rate the appraise by ticking ‘outstanding, good,fair and unsatisfactory’ on the columns of quality of output, job knowledge, decision-making, communication skills, human relations, planning and organizing, creativity and initiative, leadership, time management etc. The reviewer would thoroughly review column by column and would give his opinion. Before it was sent to the top management for better transparency, the signature of the appraisee was obtained. This system was in vogue and the management took pride in this modified system, which resulted in retention of employees.
The blank form was given to SD Misra ,Manager (HR),a very sincere and a highly dedicated employee, who had achieved ‘outstanding’ rank for the last six years, for writing in the self-appraisal column. He did certain critical jobs during the year and wrote three. One, the industry suffered a scarcity of water during summer, which affected their industrial canteen also. Misra who was in-charge of the canteen, went to the small dam from where they receive water. He found the pipeline supplying water to the industry’s main pump during night time everyday. One night, he went along with his assistant and observed to his surprise that the employee of the dam has closed the valve