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Performance Appraisal Hr

Performance Appraisal Hr

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Published by Vinaykumar Singh

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Published by: Vinaykumar Singh on Jul 26, 2010
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02/26/2012

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Performance Appraisal
 CHAPTER 1
INTRODUCTION
MEANING AND DEFINITION
PERFORMANCE APPRAISAL AS A NATURAL PROCESSOF MANAGEMENT
OBJECTIVES OF PERFORMANCE APPRAISAL
BENEFITS OF PERFORMANCE APPRAISAL1
 
Performance Appraisal
INTRODUCTION:
Today’s working culture demands a great deal of commitment and effortfrom the employees, who in turn naturally expect a great deal morefrom their employers. The development of much more participativestyle of management in many organizations is a positive step towardsmeeting such heightened expectations. This participative style can beexpressed in a variety of practical ways. For eg: work teams, qualitycircles, and of course regular performance appraisals.Appraising the performance of individuals and groups and organizationshas been a common practice in all societies. While in some instances,these appraisal processes are structured and formally sanctioned, inother instances they are informal and integral part of daily activities.Performance appraisal is the method of evaluating the behavior of anemployee at the work place, normally including both quantitative andqualitative aspects of job performance. Performance here refers to thelevel of accomplishments. In the sense that there are expectations fromevery person in an organization, a certain level of output or  performance is expected from all. How an employee actually performsin the light of the expectations determines whether his performance isexceptional, good, average or below that. It is always measured in termof results. This process has very a high implication on various other HR functions, like recruitment, training, manpower planning etc.It is important that the employees are aware of their goals, how toachieve them, how they are matching up to them, what should be doneif they are not. There is not one right way of doing the performanceappraisals. The most appropriate route to be taken will depend upon thecurrent style and status of the organization. People do have a negativeattitude about the performance appraisals. Many have the complaintssuch as, “It’s just yearly rollicking”, or “It is like school report time”2
 
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:
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