Performance Appraisal In Employee Performance

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The performance appraisal is the process of assessing employee performance by way of comparing present performance with already established standards which have been already communicated to employees, subsequently providing feedback to employees about their performance level for the purpose of improving their performance as needed by the organization.

The purpose of performance apprising is to know performance of employee, subsequently to decide whether training is needed to particular employee or to give promotion with additional pay hike. Performance appraisal is the tool for determining whether employee is to be promoted, demoted or sacked (remove)
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It all depends upon the nature or size of the organization, and sometimes necessity of the managers decide the period of performance appraisal of their employees. Most of the organizations are insisting employee’s appraisal should be in a continuous process and should not be limited to a formal review once a year. The frequency of formal appraisals will depend on the nature of the organization and on the objectives of the system. For example, in a high technology organization objectives may be changing quickly so that formal appraisals may need to be carried out more than once a year. In an environment which is less subject to change, annual appraisals may be sufficient. Most employees receive a formal appraisal annually, although more frequent appraisals are often needed for new employees, for longer serving staff who have moved to new posts or for those who are below acceptable performance standards

Objectives of Performance Appraisal Performance Appraisal can be done with following objectives in mind,
 To maintain records in order to determine compensation packages, wage structure, salaries raises, etc.
 To identify the strengths and weaknesses of employees to place right men on right job.
 To maintain and assess the potential present in a person for further growth and
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But many of these programs fail to meet their objective and do real damage. The article discuss on what would be the managers do? What specific steps would they follow to adopt a program that help employee take greater responsibility and contribute more to the goals of organization? The program fails is because of the superior judge his subordinate terms of his personality traits like mental alertness, integrity initiative, adaptability, common sense, job interest as looking at the appraisal process is note the difference between causes and results of a person’s behavior. The article says about the objectives of performance appraisal as
1) The appraisal procedure should not stop at an examination of past but move on to the preparation of some plan for future action based on what learn on

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