Welcome to Scribd. Sign in or start your free trial to enjoy unlimited e-books, audiobooks & documents.Find out more
Standard view
Full view
of .
Look up keyword
Like this
0 of .
Results for:
No results containing your search query
P. 1
Performance Appraisal Purpose

Performance Appraisal Purpose

|Views: 9|Likes:
Published by petercrouch202
performance appraisal purpose
performance appraisal purpose

More info:

Published by: petercrouch202 on Mar 02, 2011
Copyright:Attribution Non-commercial


Read on Scribd mobile: iPhone, iPad and Android.
download as DOC, PDF, TXT or read online from Scribd
See more
See less





Performance appraisal purpose
Performance appraisal is an integral component of succession plan and career development program in any organization. As a meaningful format it helps recognizegaps between previously set organizational targets and achievements in terms of actual deliverance on the part of the employee. The method helps evaluate expectedperformance of the employee in terms of his worth and magnitude of servicesdelivered in a definite time span. Besides suitability it also helps recognize his cost tothe company. Performance appraisal is instrumental in achieving following purposeso Helps giving feedback to the employee of his performanceo The review is documented and forms the basis of the measure to assignorganizational rewards.o Personal appraisal of an employee helps in formulating personal decisions like meritbased salary increases, promotions or even disciplinary actions against employeeswhose performance is not up to the mark.o Helps recognize training needso It is an opportunity to diagnose the overall performance of an organization andchalk out ways for its future development strategies.o Performance appraisal validates human resource policies and ensures statutorycompliance of equality of employment called for in any standard organization.Popular techniques of appraising an employee by most organizations are namely1. Management by objectives: The term was introduced by the notable managementguru Peter Drucker in 1954 in his famous work 'The Practice of Management'. This isa mutually accepted document in which the supervisor and the employee jointly agreeupon certain set of expected goals which they lay down to achieve in a predeterminedtime period. The commitment is written down to avoid any confusion at the time of monitoring the achievements.o Furthermore it has to be ensured that set targets are not unfeasible. Management byobjectives includes in its fold the attributes of SMART. This means that the set goalsare specific, measurable, attainable, realistic and time-specific.o However in recent times this type of appraisal has come under much criticism onaccount of misappropriation of figures and other features of set targets by employees.2. 360 degree appraisals: This technique of employee assessment was made on thebasis of research studies conducted by Arizona State University. It calls for theappraisal of an employee by his superiors, peers and subordinates in the overallorganizational hierarchy. It is found that rater who knows the employee for a period

You're Reading a Free Preview

/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->