abhishreshthaa
Abhijeet S
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 achieved. Performance appraisal for evaluation using the traditional approach serves the following purposes:
Promotion, Separation, and Transfer Decisions;
Feedback prior the employee regarding how the organization viewed the employees performance;
Evaluations of relative contributions made by the individuals and entire departments in achieving higher level of organization goals;
Criteria for evaluating the effectiveness of selection & placement decisions, including the relevance of the information used in the decisions within the organization;
Reward decisions, including merit increases, promotions, and other rewards;
Ascertaining and diagnosing training & development decisions;
Criteria for evaluating the success of training & development decisions; &
Information upon which work-scheduling plans, budgeting, & human resources planning can be used.
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 achieved. Performance appraisal for evaluation using the traditional approach serves the following purposes:
Promotion, Separation, and Transfer Decisions;
Feedback prior the employee regarding how the organization viewed the employees performance;
Evaluations of relative contributions made by the individuals and entire departments in achieving higher level of organization goals;
Criteria for evaluating the effectiveness of selection & placement decisions, including the relevance of the information used in the decisions within the organization;
Reward decisions, including merit increases, promotions, and other rewards;
Ascertaining and diagnosing training & development decisions;
Criteria for evaluating the success of training & development decisions; &
Information upon which work-scheduling plans, budgeting, & human resources planning can be used.