Performance Appraisalor “Nothing comes out of it anyway.” A significant consideration inchoosing how to go about introducing or revising a performanceappraisal scheme will be an understanding of how such attitudes have been perpetuated and how they might be overcome. People carry badexperiences with them for a long time, in this case, perhaps from job to job. Much has to be done at the time of introducing or revising a performance appraisal scheme to reassure those who will be involvedthat the intentions behind conducting the performance appraisal aresincere and positive.Performance appraisal must be seen as an intrinsic part of a manger’sresponsibilities, not an unwelcome an time consuming addition to them.It is about improving performance and ultimately the effectiveness allapart of the manager’s remit.
1.1 MEANING AND DEFINITION:
In simple terms performance appraisal may be understood as theassessment of an individual’s performance in a systematic way, the performance being measured against such factors as job knowledge,quality, quantity of output, initiative, leadership abilities, supervision,dependability, co-operation, judgement, verstality, health, and thelike. Assessment should not be confined to past performance alone.Potentials of the employee for future performance must also beassessed.
A formal definition of performance appraisal is: