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Appraisal Systems

Appraisal Systems

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Published by jerzydudek225
appraisal systems
appraisal systems

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Published by: jerzydudek225 on Feb 27, 2011
Copyright:Attribution Non-commercial


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Appraisal systems
Much has been said and written about performance appraisals, their importance inmeeting the company objectives and staying at the cutting edge of competition. Hereare some myths about performance appraisals.Performance appraisals are reasonably accurate reflections of the performance of anemployeeThe consensus seems to be that performance appraisals rarely reflect the correctpicture of the achievements, confidence and qualities of an employee with regards toachieving company objectives.In many companies the job description of employees is either non existent or is anantique document made by managers under pressure from the human resourcesdepartment. It is far different from the employee's actual job which is often dynamicas is required to meet the ever changing needs of the organisation.Furthermore, the work of an employee and his human qualities are a myriad of complexities, of which those that matter most are emotions and creativity, which arenot measurable objectively. Objectivity means that results of an appraisal should notbe subjective. They should not change if the assessment is done by different peoplewith different opinions, beliefs and prejudices which is hardly the case. Besides, it isdifficult to measure creativity. How do you measure the performance of a musician, apoet or a painter? You can't measure their performance by measuring their outputvolumes.Since it is only a record of a manager's opinion, without credible evidence,quantifiable data or accurate tools for measurement of performance to support thoseopinions, there have even been cases where courts of law have ruled that appraisalscannot be admissible as valid measures of performance. In some cases the manager may give a better than real report to his subordinates to get a bigger portion of thecorporate cake for his department and to maintain internal peace.Performance appraisals reflect the year long performance and are not isolated eventsThis is not always true, too often it is the performance and /or behaviour in the weeksor months prior to an appraisal that is most remembered which is natural. If you work hard the year long and make a mistake in the last few days before the appraisal, your failure is fresh in the manager's mind and may be reflected in your appraisal.There is a lot of good advice to managers to do a constant appraisal on a regular basisthroughout the year but they are too busy often fire-fighting or dealing with crisisafter crisis and rarely able to find time to complete an annual appraisal properly.Performance appraisals are important and make a difference to the employees' career and growth

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