Professional Documents
Culture Documents
Gives opportunity to the staff concerned to review his own performance through selfappraisal.
It is beneficial for the administration for placements, promotion, deputation, training, career
planning, growth etc.
The commitment to the performance appraisal system in public organizations in India is low.
Low commitment and lack of accountability are the major reasons for the low
institutionalization of the performance appraisal processes in government organizations.
Performance appraisal in Government Organizations is not directly linked to rewards,
training or promotions due to which the approach towards the whole process remains
unprofessional. There is a lack of the appropriate atmosphere and professional approach
towards the performance appraisal system and the objective of the whole exercise is defeated.
The most common method of Performance appraisal that is used in most of the government
organisations is confidential report (popularly known as CR) written by the superior of the
employees.
Even in companies like MTNL, India Post, Fire Brigade etc traditional forms of performance
appraisal are practiced. Critical incidents, ranking method, essay method and confidential
report are the more commonly practiced methods.
The following are the major discrepancies found in the performance appraisal processes
being followed at the government organizations.
Most of the indicators used for measuring the performance the employees are not
quantifiable in nature, making it difficult to measure the performance.
Due to the lack of accountability and job security, most government employees have a
laisser faire attitude towards their work.
There is often a lot of bias and subjectivity involved in the ratings given by the
superiors.
Other HR decisions like rewards, training or promotions are not directly linked to the
results of the performance appraisal process.