appraisal

OBJECTIVES OF PERFORMANCE APPRAISAL Data relating to performance assessment of employees are recorded, stored, stored and used for several purposes. The main purposes of employee assessment are: To effect promotions based on competence and performance. To confirm the services of...

The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But it is not very helpful, for the same may be said about almost everything in the field of modern human resources management. As a distinct...

Mr. Shroff is a talented and well experienced human resources manager of Britestar Company. He undertakes his role of HR manager by being an administrative expert and a change agent. He has always been an inspiration for his subordinates and the employees whose performance is measured and...

1. Training Appraisers: Training appraisers are essential for achieving better results with performance appraisal. The training should be designed to improve appraiser’s capabilities to: observe, conduct constructive feedback, listen, support, counsel, set objectives and ask appropriate...

POST APPRAISAL INTERVIEW The post appraisal interview has been considered by most of the organizations, as well as employees, as the most essential part of appraisal system. This interview provides the employee the feedback information, and an opportunity to the appraiser to explain the...

APPRAISAL INTERVIEW Appraisal interview is the systematic process of giving feedback to employees about their past performance or future potential. Therefore, it should be a positive, performance improving dialogue between the manager and the employee. STEPS OF APPRAISAL INTERVIEW PROCESS...

MANAGERIAL APPRAISAL Harold Koontz has developed a concept of managerial appraisal i.e., appraising managers. According to this concept the managers attain the organizational objectives by performing the basic managerial functions, viz., planning, organizing, leading, motivating, staffing...

Every manager should be concerned with ethics when he may encounter several problems in appraising performance of subordinates. Essential characteristics of an Effective Appraisal System for managers: DO’s...

1. LACK OF CLARITY: The objective of performance appraisal is to evaluate and develop employees. An organization should avoid using one appraisal system to achieve both objectives. The particular system of the appraisal system should clarify before it is designed and should be discussed with...

Performance appraisal is crucial tool in the hands of the management to bring about greater agility and responsiveness in human resources of an organization. Performance appraisal is the foundation of much human resource decision. Therefore, it has multifarious uses as depicted below: The...

Performance appraisal is crucial tool in the hands of the management to bring about greater agility and responsiveness in human resources of an organization. Performance appraisal is the foundation of much human resource decision. Therefore, it has multifarious uses as depicted below: The...

There are different methods of performance appraisal. They can be grouped as traditional methods and modern methods. The traditional methods emphasize on rating the individual’s personality traits, the modern methods lay importance on the results- job achievement rather than on personality...

Performance appraisal is essential for the effective management and evaluation of staff. Performance appraisal has some process which is explained below: 1. Organization’s mission and objectives: Performance appraisal is a strategic management tool to achieve the mission and objectives...

An effective performance appraisal procedure should not just evaluate performance but; 1. It should help employees do their job better, by increasing mutual understanding of performance requirements, by agreeing plans, defining objectives, & discussing aspirations & concerns. 2. It should...

SELF – APPRAISAL If individuals understand the objectives they are expected to achieve and the standards by which they are to be evaluated, they are to a great extent in the best position to appraise their own performance. Since employee development means self development, employees...

TRADITIONAL APPROACH TO PERFORMANCE APPRAISAL The focus of traditional approach to performance appraisal has been past or historically-oriented rather than being forward-looking through the use of setting objectives or goals; past performance has been reviewed in the light of the results...

Organization uses performance appraisals for Evaluation and Developmental purposes to improve the human resources of an organization by human resources of an organization. The purpose of performance appraisal is many folds. However, there are two broad purpose of performance appraisal as...

Need for Performance Appraisal Performance appraisal is needed in order to: (1) Provide information about the performance ranks basing on which decision regarding salary fixation, confirmation, promotion, transfer and demotion are taken. (2) Provide...

The main objective of performance is to improve the performance of the organization through improved employee performance. The goal of performance appraisal is to allow the employee the opportunity to progress to their full potential in order to meet the organizational needs and his personal...

The characteristics of Performance appraisal include the following: • Performance appraisal is a link between organization’s strategy and results; • Performance appraisal is directed toward a purpose; • Appraisal can be beneficial for the organization, the employee and the manager; •...