abhishreshthaa
Abhijeet S
Performance appraisal serves broadly two major purposes:
1. To improve work by helping, the employees realize & use their full potential in carrying out their organization’s mission.
2. To provide information to employees and managers for use in making work related decisions.
The elements of performance appraisal those are necessary for its success includes the following:
TRAINING OF MANAGERS:
Performance appraisal is art as a technique. Every manager is neither good nor expected to know everything about performance appraisal tools, techniques and procedures. It is the responsibility of HR department to provide proper training to managers so that they understand the process, etc.
SETTING OF PERFORMANCE OBJECTIVE:
Setting of performance objective is the basis of evaluating performance of employees. In the absence of pre- determined performance goals and standards, Performance appraisal becomes a subjective and ineffective system which could do more harm to employee morale, motivation, commitment and job satisfaction than any good.
EMPLOYEE PARTICIPATION:
A performance appraisal will be effective only if employees have a participatory role in it. Therefore, performance appraisal should provide for participation of employees right from its design and development phase to its implementation and appraisal interview/ feedback phase.
The administration of participation performance appraisal helps strengthen the employee- manager relationship where the manager is cast in the role of adviser who encourages teamwork and facilities the development of good work behaviors amongst his employees.
SUPPORT OF TOP MANAGEMENT:
No performance appraisal system can ever be successful if it is not supported by the management. Top management’s commitment towards a formal performance appraisal system is likely to percolate down to all managers and employees and therefore they take it as a serious management tool for evaluating performance.
1. To improve work by helping, the employees realize & use their full potential in carrying out their organization’s mission.
2. To provide information to employees and managers for use in making work related decisions.
The elements of performance appraisal those are necessary for its success includes the following:
TRAINING OF MANAGERS:
Performance appraisal is art as a technique. Every manager is neither good nor expected to know everything about performance appraisal tools, techniques and procedures. It is the responsibility of HR department to provide proper training to managers so that they understand the process, etc.
SETTING OF PERFORMANCE OBJECTIVE:
Setting of performance objective is the basis of evaluating performance of employees. In the absence of pre- determined performance goals and standards, Performance appraisal becomes a subjective and ineffective system which could do more harm to employee morale, motivation, commitment and job satisfaction than any good.
EMPLOYEE PARTICIPATION:
A performance appraisal will be effective only if employees have a participatory role in it. Therefore, performance appraisal should provide for participation of employees right from its design and development phase to its implementation and appraisal interview/ feedback phase.
The administration of participation performance appraisal helps strengthen the employee- manager relationship where the manager is cast in the role of adviser who encourages teamwork and facilities the development of good work behaviors amongst his employees.
SUPPORT OF TOP MANAGEMENT:
No performance appraisal system can ever be successful if it is not supported by the management. Top management’s commitment towards a formal performance appraisal system is likely to percolate down to all managers and employees and therefore they take it as a serious management tool for evaluating performance.