3.4.1 Performance Appraisal Process

3.4.1 Performance management

Performance Management is a means of getting better results by managing performance within an agreed framework of goals, standards and competence requirements (Riley, 2011).

Performance management involves many roles. Must be a communicator, a leader, a role model and a collaborator. One of the major roles of a performance management is to manage the performance of the team and of each individual team members. Although some people find performance management to be difficult / unpleasant, but when it is done well, it is about partnership and motivation.

3.4.1.1 Characteristics of Performance Management

• It is a planned process of which the primary elements are agreement, feedback, positive reinforcement and dialogue.

Avoid discrepancies.

• User of services

This appraisal is done in service organizations, when performance of an employee is evaluated on certain criteria like promptness, speed in performing a given task, accuracy.

• Benchmarking

It is a continuous process of measuring products, services and practices against the recognized competitors with the objective of rectifying performance gaps.

3.4.2.5 Appraisal Process

1) Setting up the standards: Standards set should be clear, early understandable and measurable in terms.

2) Communicating the standards: An appraisee should be informed the standards.

3) Measuring the actual performance: This is the difficult part. This stage requires careful selection of the appropriate techniques of measurement such as personal observation, statistical reports and written reports for measuring the performance.

4) Comparing actual performance with the desired performance.

5) Providing feedback: The feedback should be given with a positive attitude as this can have an effect on the employee’s future performance.

6) Taking corrective actions: To overcome deficiencies or the related HR decisions like rewards, promotions, demotions,