Purpose Of Performance Appraisal

1. Purpose of a performance appraisal

Before looking at the purpose of performance appraisal it is first necessary to understand what performance appraisal entails.

Performance appraisal can be defined as “the process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to employees” (Wärnich, Carrell, Elbert and Hatfield, 2015, p.295). Performance appraisal can be defined as “the process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to employees” (Wärnich, Carrell, Elbert and Hatfield, 2015, p.295).

According to Grote (as cited in McGreggor, 1996), performance appraisals are designed

(2015) also explains that performance appraisal is concerned with an continuous process where behaviour and outcomes is measured and evaluated with the focus on the workplace. He also mentions that looking at employee performance we can see employee performance as the quantity of the work employees produce, how long employees take to perform certain tasks, how they cooperate at work and how is the presence of workers in the workplace. It is also stated by Wärnich et al. that Appraisals are mainly used for the purpose of administrative activities which can be seen as decisions about salaries, promotions and demotions and it is also stated that performance appraisals can be divided into two main objectives and can be explained as

Discuss appraisal with employees:

Generally this is done to determine how the employees feel about the PA method used, about PA in general and determine if there is a greater majority agreeing or disagreeing. Supervisor should encourage and emphasise good work performance as it leads to very great rewards.

7. Determine future performance goals:

Even if these goals are only broadly discussed, they give the employee as sense of direction in which they should work for improved performance. The employee thus feels accomplished walking out of PA meeting because he knows how PA is done, as well as what needs to be achieved over the next period of time.

3. Discuss the key success factor of the effective implementation of a redesigned performance management system and appraisal.

According to Wärnich et al. (2015) performance management consist of processes that effect the success of an organisation by involving managers and workers in such a way that they work together to achieve expectations and reap the rewards. It is also stated that the key factors to ensure the effective implementation of a redesigned performance management system include:

- Determine customer and stakeholder