Purpose Performance Appraisal
The purpose of performance appraisals has been fundamentally backward or reviewed in light of the results achieved. Developing and maintaining an effective and efficient performance appraisal system is critical to human capital development and achieving high performance.
The appraisal system allows managers to rate their employee’s performance based on the detailed competences associated with employee’s job, communicate performance expectations, and provide feedback on a regular basis.
According to Black and Slipp (1994) when conducting performance appraisals, supervisors should clearly convey work expectations and make sure that employees understand expectations.
The first step in the process of performance appraisal is the setting up
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2.3 Performance Appraisal Methods
There are a number of appraisal methods being used today. The type of performance appraisal system which will be utilized by an organization depends on its purpose. The methods which are generally used are the 360 degree feedback evaluation, rating scales, essay, result-based appraisals, Management By Objectives (MBO) and Behaviourally Anchored Rating Scales.
2.3.1 360-Degree Feedback Evaluation
The 360-degree is an appraisal method which has gained use in both private and public sectors. According to Mondy & Noe (2005), the 360-degree feedback evaluation method has increased in popularity and involves evaluation input from multiple levels within the organization and external sources as
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In MBO practice, specific objectives are determined jointly by managers and their subordinates, progress toward agreed upon objective is periodically received, end results are evaluated, and rewards are allocated on the basis of the progress. The objectives must meet five criteria: 1) arranged in order of their importance, 2) expressed quantitatively, wherever possible, 3) realistic, 4) consistent with the organization’s policies and 5) compatible with one
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