By

Ted Freeman
The goal of performance appraisal is to
encourage high levels of employee
motivation and performance and to provide
accurate information to be used in
managerial decision making, (Dressler,
2005).


1) Appraisals provide information upon which
promotion and salary decisions are made;
2) They provide an opportunity for you and your
subordinate to review his or her work-related
behavior;
3) It provides an opportunity to review the
subordinates career plans in light of his or her
strengths and weaknesses; and
4) They help you better manage and improve your
firms importance.


Scheduling
Agreeing on content
Agreeing on process
Location and space
Opening the interview
Starting the discussion
Exchanging feedback
The managers views
Developing a plan for improvement
Closing the discussion

Alternation ranking method
Paired comparison method
Forced distribution method
Critical incident method
Behaviorally anchored rating scale (BARS)
Management by objectives (MBO)
Lack of proper planning
Lack of employee participation
Loosing the focus
Personal Bias
Over reliance on Quantitative tools
Organization Politics
Legal issues


A 360- degree feedback is becoming an
important tool of performance appraisal
due to its powerful impact on the
organization. This method involves
receiving feedback about personnel from
subordinates, peers and supervisors. Thus it
is one of the most comprehensive appraisal
systems.


Dressler, G. (2005). Human resources management
(10th ed.). Upper Saddle River, NJ:
Pearson Education, Inc.

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