OBJECTIVES OF STUDY A) Primary Objectives 1) To study the performance appraisal system in different organization.

2) To study the transformation of performance appraisal form traditional to modern. 3) To get an insight into the relative importance of performance appraisal in organization. 4) To study the effectiveness of performance appraisal system in different organization. 5) To study the practical application of performance appraisal. 6) To compare appraisal system of different organization and f out the most ind common parameters for appraisal. 7) How can companies use performance appraisal as an effective tool to achieve organisational effectiveness and efficiency. B) Secondary Objectives. 1) To observe the work environment in organization. 2) To get experience and expertise in making projects. 3) To enhance my communication skills. 4) To increase my confidence.

LIMITATIONS OF STUDY 1) To get contacts of HR Mangers for interviews was difficult. 2) Getting the views and opinion of the interviewee (HR Manager) was a difficult task

OVERVIEW Performance appraisals are a systematic way of evaluating the standard of an employee¶s performance. Steps for developing a systematic performance appraisal .1. Identify key performance criteria Development of key performance criteria should be based on a comprehensive job description and undertaken in consultation with employees.

2. Devel

apprai al measures

In order to obtain accurate and valid performance appraisals, appraisal measures should be tailored to the specific job or ³job famil ´ (i.e., groups of similar jobs). An evaluation of factors in the work environment which help or hinder performance is also recommended. This ensures that realistic expectations are set for employee¶s performance, and is also likely to increase the perceived fairness and acceptability of performance appraisals. 3. Collect performance information from different sources Traditionally, it has been the sole responsibility of managers / supervisors to assess performance. However, other organisational members (e.g., clients, coworkers, subordinates) can be a valuable source of information as they are likely to have exposure to different aspects of an employee¶s performance. Collecting information from multiple sources can increase the accuracy of performance evaluation (i.e., reduce bias), and increase employee¶s perceptions of fairness. 4. Conduct an appraisal interview The two central purposes of the appraisal interview are to: 1. Reflect on past performances to identify major achievements, areas for further improvement, and barriers / facilitators to effective performance 2. Identify goals and strategies for future work practice. The appraisal interview should be a constructive, two-way exchange between the supervisor and employee, with preparation for the interview done by both parties beforehand. 5. Evaluate the appraisal process The performance appraisal process should undergo regular review and improvement. For example, focus groups or surveys could be conducted to gauge employee¶s perceptions of the appraisal process. A successful performance appraisal process should demonstrate a change in both the ratings of employee¶s performance and aspects of the work environment that impact upon work performance. Best practice in performance appraisal In essence, best practice in performance appraisals involves: ‡ Integrating performance appraisal into a formal goal setting system

‡ Basing appraisals on accurate and current job descriptions ‡ Offering adequate support and assistance to employees to improve their performance (e.g., professional development opportunities) ‡ Ensuring that appraisers have adequate knowledge and direct experience of the employee¶s performance ‡ Conducting appraisals on a regular basis. Findings on Performance Appraisal of the following companies are analysed 1) 4004 Incorporated 2) HPC 3) Titan 4) Godrej 5)UTI Mutual Funds 6) Reliance BPO 7)NicholasPiramal

MEANING AND DEFINITION OF PERFORMANCE APPRAISAL erformance appraisal is a formal system that evaluates the quality of aemployee¶s performance. An appraisal should not be viewed as an end in itself, but rather as an important process within a broader performance management system that links Organisational objectives ‡ Day-to-day performance ‡ Professional development ‡ Rewards and incentives In simple terms, appraisal may be understood as the assessment of an individual¶s performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed. A formal definition of performance appraisal is: ³It is the systematic evaluation of the individual with respect to his or her performance on the

For example. It was man -to-man rating system for evaluation of military personnel. If an employee's performance was found to be less than ideal. relational wage structures for hourly. The process was firmly linked to material outcomes.job and his or her potential for development. This system was called merit rating. But this is not very helpful. it failed. Little consideration. should provide the only required impetus for an employee to either improve or continue to perform well. appraisals concept was adopted by US army which was in the form of merit rating. During the First World War. Pay rates were important. and society all benefit. but more often than not. early motivational researchers were aware that different people with roughly equal work abilities could be paid the same amount of money and yet have quite different levels of motivation and performance. If was felt that a cut in pay. or a rise. but they were . if their performance was better than the supervisor expected. was given to the developmental possibilities of appraisal.paid workers were adopted in industrial units and each worker was used to be rated in comparison to other for determining wages rates.´ A more comprehensive definition is: ³Performance appraisal is a formal. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. TRADITIONAL PERFORMANCE APPRAISAL he history of performance appraisal is quite brief. Sometimes this bas ic system succeeded in getting the results that were intended. yes. a pay rise was in order. organization. On the other hand. From the army this concept entered the business field and was restricted to hourly-paid workers. During 1920s. These observations were confirmed in empirical studies. if any. structured system of measuring and evaluating an employee¶s job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in thefuture so that the employee. a cut in pay would follow. for the same may be said about almost everything in the field of modern human resources management.

the traditional emphasis on reward outcomes was progressively rejected. There is continu ous evaluation of his performance either formally or informally. the potential usefulness of appraisal as tool for motivation and de velopment was gradually recogni ed.appraisal results are used. the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases. (Organi ations ne ed to be aware of laws in their country that might restrict their capacity to dismiss employees or decrease pay.not the only element that had an impact on employee performance. OB ECTIVES OF PERFORMANCE APPRAISAL Salary Increase ¡   Performance appraisal plays a role in making decision about salary increase. and promotions. In many organi ations .) Whether this is an appropriate use of performance appraisal . Promotion   . could also have a major influence. appraisal results are used to identify the poorer performers who may require some form of counseling.the assignment and justification of rewards and penalties .is a very uncertain and contentious matter. in which the work performance of the subordinate is examined and discussed. dismissal or decreases in pay. to help determine reward outcomes. As a result. demotion. began from that time. such as morale and self-esteem. Normally salary increase of an employee depends upon on how he is performing his job. or in extreme cases. The general model of performance appraisal. bonuses. It was found that other issues . as it is known today. By the same token. That is. In the 1950s in the United States. that usually takes the form of a periodic interview (annual or semi -annual). This may disclose how well an employee is performing and how much he should be compensated by way of salary increase.but not all .   MODERN APPRAISAL erformance appraisal may be defined as a structured formal interaction between a subordinate and supervisor. with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills deve lopment. either directly or indirectly.

Others a) Identifying systemic factors that are barriers to.Performance appraisal plays significant role where promotion is based on merit and seniority. In the light of these. If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal. This works in two ways. and transfer have been effective or not . c) To improve communication. he can relate his work to the orgaisational objectives. Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. training. firstly. and improves understanding of personal goals and concerns. Feedback Performance appraisal provides feedback to employees about their performance. Performance appraisal discloses how an employee is working in his present job and what are his strong and weak points. effective performance. d) To determine whether HR programmes such as selection. it can be decided whether he can be promoted to the next higher position. b) To confirm the services of probationary employees upon their completing the probationary period satisfactorily. Pressure on Employees Performance appraisal puts a sort of pressure on employees for better performance. This can also have the effect of increasing the trust between the rater and the ratee. Secondly. This information can be used for devising training and development p rogrammes appropriate for overcoming weaknesses of employees. the person gets f edback about his performance. Performance appraisal provides a format for dialogue between the superior and the subordinate. or facilitators of. e when the person gets feedback about his performance. A person works better when he knows how he is working.

HOW TO C ONDUCT A PERFORMANCE APPRAISAL PROCESS he following five-step approach to conducting a systematic performance appraisal is recommended: .

and abilities relevant to performance Behaviours Specific actions conducted and / or tasks performed Results / outcomes Outputs. objectives attained Organisational citizenship behaviours Actions that are over and above usual job responsibilities To ensure that the performance criteria are relevant to work practice and acceptable to appraisers and employees: i) Base the performance criteria on an up-to-date job description ii) Develop criteria in consultation with appraisers and employees. If a detailed job description is not available or is out-of-date. It can also be useful to consult with employees to: ‡ Ensure that key aspects of a role / position are represented in the job description. it is strongly recommended that an accurate job description be developed prior to conducting a performance appraisal. four key dimensions of performance should be considered in a performance appraisal. for . skills. ii) Develop criteria in consultation with appraisers and employee: Linking performance appraisals with job descriptions can help to focus the appraisal process on the key competencies. quantifiable results. STEP 1: IDENTIFY KEY PERF ORMANCE CRITERIA Perhaps one of the most challenging aspects of setting up a performance appraisal is deciding what to assess. i) Base the performance criteria on an up-to-date job description: Clear and explicit links between performance appraisal and a job description will ensure the relevance of the appraisal. KEY DIMENSIONS OF PERFORMANCE Competencies Knowledge. behaviours and outcomes associated with a particular role or position. measurable outcomes and achievements. In essence.1) Identify key performance criteria 2) Develop appraisal measures 3) Collect performance information from different sources 4) Conduct an appraisal interview 5) Evaluate the appraisal process.

e. which may in turn. It is also important that employees perceive the appraisal system to be equitable and fair. feedback may have limited impact on performance effectiveness) ‡ Reduced consistency between appraisers (i. There are three important considerations in the design of appraisal measures: i) Generic versus individually tailored measures ii) Objective versus subjective assessments ¢ ‡ ¢ . and in the process of conducting appraisals. the next step is to decide how to assess employee¶s performance.e. STEP 2: D EVELOP APPRAISAL MEASURES Once clear and specific performance criteria have been developed. Problems that arise when an unstructured ³blank sheet approach is used include: ‡ Increased chance of appraiser errors (i. behaviours and outcomes can be fairly and accurately assessed. Strategies for facilitating employee¶s participation include: ‡ Engagement in formal meetings or informal discussions with supervisors to seek input and / or feedback on appraisal measures and criteria ‡ Representation on groups / committees involved in the design and implementation of ‡ performance appraisals ‡ Inclusion of self appraisals in the appraisal process ‡ Providing opportunities for employees to contribute to the performance appraisal of coworkers and managers / supervisors.. ‡ Behaviours and outcomes ‡ Identify how these key competencies. and acceptance of appraisals.. evaluations may reflect differences between appraisers rather than actual differences in a employee¶s performance) Perceptions of ³subjectivity in evaluations. Employees are more likely to accept and be satisfied with the appraisal system if they participate in the development of appraisal criteria and measures. skills and abilities most critical to job performance may be overlooked ‡ (i.example: Conduct assessments Plan interventions Manage cases Liaise with and refer to other providers Keep up-to-date service records and case notes Write reports ‡ Develop a clear understanding of the relative importance of various competencies.e. reduce employee¶s satisfaction with. reduced accuracy) ‡ Knowledge.. It is recommended that a structured and systematic approach is taken to assessing performance.

Progressive companies are now walking up to the importance of the HR function. Executives Access. The ³one si e fits all´ £ WHY I H AVE SELECTED THIS TOPIC. ECONOMICS MARKETING MANAGEMENT. empowerment and clarity in the organisation¶s vision is what matters the most --. MANAGEMENT. in the already-conscious IT and Ites HTTP://PAKISTANMBA. reveals this and provides many more insights into what Indian executives are looking for in their career.COM FOR DOWNLOADING THIS REPORT AND FOR MORE PROJECTS. then wake up and listen to what job-hopping highflying executives in Corporate India are demanding. and hiring people is giving you sleepless nights. ASSIGNMENTS. filling employee morale is becoming an issue. Although this approach can save time and minimise cost. According to the survey one in every four respondents across the country wants his/her company to let HR play a proactive role. clearly.iii) Assessing the impact of the work environment on performance. HR is no longer a non-core function and in the ongoing talent war. The Economic Times ± Monday 17 April 2006. if surging employee attrition is bothering you. i) Generic versus individually tailored measures Many workplaces use a generic rating form for all employees irrespective of their role or position within the organisation. For top-rung executives. 31% want more empowerment. Understandably. Clarity In Organisation¶s Vision Matter Most To Employees Hey India Inc. However. WHAT DOES INDIA INC WANT? SENIOR EXECS SPEAK OUT. the accuracy and relevance of appraisals may be significantly diminished. Look at what just happened at Infosys²T V MonandasPai traded his CFO job for the position of HR head. Empowerment. REPORTS ON MARKETING.while 62% of India¶s top executives want their organi ation to clarify its vision. A survey carried out by the executives search firm. . rewarding performance on a frequent basis appears to play an important role. something virtually inconceivable a few years ago.JIMDO. for the middle and junior ma nagement. it will play a critical role ¤ in employee engagement and retention.

But even executives in the FMCG and hospitality sectors voted in a similar range²21-25% --. FINANCIAL MANAGEMENT COST ACCOUNTING VISIT HTTP://PAKISTANMBA. One in every three employees is not clear or cannot relate to his/her company¶s vision. Perhaps. this proposition got a high 25% vote. While for male executives. ³ There is a very serious disconnect. . performance reward got the highest marks in Bangalore.this is being felt most acutely in the media sector. since empowerment as an issue becomes important in the top echelons.showing that the criticality of the HR function is being felt far beyond the technology sector. managing director. Lagging far behind the service sector in employee engagement.COM sector.almost double the national average of 15% --.´ says RoneshPuri. a high 37% in the manufacturing sector want their companies to empower HR and make it play a proactive role. employees want their companies to constantly communicate and update them on its vision and goals.want their companies to focus a lot more on performance reward. The maximum overall executives votes²33% however go to giving clarity to the company¶s vision. And guess what --. only 2% of women executives found it important enough in making their career decisions. HUMAN RESOURCE. C lea rly. Rewarding performance is the third most critical area of concern for employees. As expected. India¶s Silicon Vall ey. Around 30% of respondents in the sector --. 21% of executives survey in Bangalore want companies to focus on performance rewards to retain top talent.JIMDO. the fact that top management in India Inc is still a male bastion has something to do with this. Employees want their companies to deliver what they promise and walk the talk.ACCOUNTING. ORGANIZATIONAL BEHAVIOR. What also came out loud and clear in the survey is a strong gender bias on the empowerment issue. where the presence of a large number of IT companies and MNCs has raised awareness levels among executives about reward and compensation. empowerment is an area of concern with 17% voting for it. which has seen top talent fleeing to the service sector. Executive Access. This is also a wake up call to the manufacturing sector.

HR in our companies is still in a nascent stage and needs to grow in every direction and should act as the core competence for the organisation. 2) To study the transformation of performance appraisal form traditional to modern. One of the solutions to the above said problems which I felt is PERFORMANCE APPRAISAL. which should be conducted effectively and efficiently to completely eliminate such problems OBJECTIVES OF S TUDY A) Primary Objectives .WHY? The reason why I have taken this topic is clearly visible in the above article. 3) To get an insight into the relative importance of performance appraisal in organization. 1) To study the performance appraisal system in different organization. In this article the need for modern HR is clearly seen. 4) To study the effectiveness of performance appraisal system in different .

3) To enhance my communication skills. subordinates) can be a valuable source of information as they are likely to have exposure to different aspects of an employee¶s performance. 7) How can companies use performance appraisal as an effective tool to achieve organisational effectiveness and efficiency. 4) To increase my confidence.1.e. 1) To observe the work environment in organization. 2) Getting the views and opinion of the interviewee (HR Manager) was a difficult task. and is also likely to increase the perceived fairness and acceptability of performance appraisals. LIMITATIONS OF STUDY 1) To get contacts of HR Mangers for interviews was difficult. it has been the sole responsibility of managers / supervisors to assess per formance. Collecting information from . Identify key performance criteria Development of key performance criteria should be based on a comprehensive job description and undertaken in consultation with employees. However. 3. clients.organization. This ensures that realistic expectations are set for employee¶s performance. Develop appraisal measures In order to obtain accurate and valid performance appraisals. 6) To compare appraisal system of different organization and find out the most common parameters for appraisal. coworkers. other organisational members (e. 2. 5) To study the practical application of performance appraisal. 2) To get experience and expertise in making projects. An evaluation of factors in the work environment which help or hinder performance is also recommended. groups of similar jobs).g. Steps for developing a systematic performance appraisal . appraisal measures should be tailored to the specific job or ³job family (i. Collect performance information from different sources ¥ Traditionally.. OVERVIEW Performance appraisals are a systematic way of evaluating the standard of an employee¶s performance.. B) Secondary Objectives.

Identify goals and strategies for future work practice. and barriers / facilitators to effective performance 2.g. and increase employee¶s perceptions of fairness. For example. Best practice in performance appraisal In essence.e. A successful performance appraisal process should demonstrate a change in both the ratings of employee¶s performance and aspects of the work environment that impact upon work performance. professional development opportunities) ‡ Ensuring that appraisers have adequate knowledge and direct experience of the employee¶s performance ‡ Conducting appraisals on a regular basis. focus groups or surveys could be conducted to gauge employee¶s perceptions of the appraisal process. two-way exchange between the supervisor and employee. best practice in performance appraisals involves: ‡ Integrating performance appraisal into a formal goal setting system ‡ Basing appraisals on accurate and current job descriptions ‡ Offering adequate support and assistance to employees to improve their performance (e. with preparation for the interview done by both parties beforehand. Conduct an appraisal interview The two central purposes of the appraisal interview are to: 1..multiple sources can increase the accuracy of performance evaluation (i. 4. Reflect on past performances to identify major achievements. Findings on Performance Appraisal of the following companies are analysed 1) 4004 Incorporated 2) HPCL ‡ Organisational objectives ‡ Day-to-day performance ‡ Professional development ‡ Rewards and incentives . 5. reduce bias). The appraisal interview should be a constructive. Evaluate the appraisal process The performance appraisal process should undergo regular review and improvement.. areas for further improvement.

Its roots in th e early 20th century can be traced to Taylor's pioneering Time and Motion studies. This system was called merit rating. An appraisal should not be viewed as an end in itself. for the same may be said about almost everything in the field of modern human resources management. I f an employee's performance was found to be . appraisal may be understood as the assessment of an individual¶s performance in a systematic way. and quantity of output. During 1920s. dependability. co -operation. It was man -to-man rating system for evaluation of military personnel. quality. but rather as an important process within a broader performance management system that links: TRADITIONAL PERFORMANCE APPRAISAL he history of performance appraisal is quite brief. and the like. Assessment should not be confined to past performance alone. the performance being measured against such factors as job knowledge. The process was firmly linked to material outcomes. appraisals con cept was adopted by US army which was in the form of merit rating. judgment. initiative. leadership abilities. From the army this concept entered the business field and was restricted to hourly -paid workers. relational wage structures for hourly. versatility. supervision. organi ation. and society all benefit. structured system of measuring and evaluating an employee¶s job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee. But this is not very helpful.paid workers were adopted in industrial units and each worker was used to be rated in comparison to other for determining wages rates. health. Potentials of the employee for future performance must also be assessed. During the First World War. A formal definition of performance appraisal is: ³It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development.In simple terms.´ A more comprehensive definition is: ³Performance appraisal is a formal.´ ¦ P 3) Titan 4) Godrej 5)UTI Mutual Funds 6) Reliance BPO 7)NicholasPiramal MEANING AND DEFINITION OF PERFORMANCE APPRAISAL erformance appraisal is a formal system that evaluates the quality of a employee¶s performance.

a cut in pay would follow. or a rise. Sometimes this basic system succeeded in getting the results that were intended. if their performance was better than the supervisor expected. As a result. the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases. was given to the developmental possibilities of appraisal. In the 1950s in the United States. MODERN APPRAISAL erformance appraisal may be defined as a structured formal interaction between a subordinate and supervisor.) . or in extreme cases. The general model of performance appraisal. and promotions. a pay rise was in order. in which the work performance of the subordinate is examined and discussed. In many organizations . but they were not the only element that had an impact on employee performance. It was found that other issues. could also have a major influence. if any. to help determine reward outcomes. If was felt that a cut in pay. should provide the only required impetus for an employee to either improve or continue to perform well. By the same token. it failed. that usually takes the form of a periodic interview (annual or semi-annual). dismissal or decreases in pay. These observations were confirmed in empirical studies. began from that time. yes. with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. but more often than not. either directly or indirectly. the potential usefulness of appraisal as tool for motivation and development was gradually recognized. For example. early motivational researchers were aware that different people with roughly equal work abilities could be paid the same amount of money and yet have quite different levels of motivation and performance. demotion. That is. Little consideration. the traditional emphasis on reward outcomes was progressively rejected. On the other hand.appraisal results are used. Pay rates were important. as it is known today. appraisal results are used to identify the poorer performers who may require some form of counseling. (Organizations need to be aware of laws in their country that might restrict their capacity to dismiss employees or decrease pay.less than ideal. such as morale and self-esteem. bonuses.but not all .

Promotion Performance appraisal plays significant role where promotion is based on merit and seniority. This may disclose how well an employee is performing and how much he should be compensated by way of salary increase. when the person gets feedback about his performance.is a very uncertain and contentious matter. b) To confirm the services of probationary employees upon their completing th e probationary period satisfactorily. Others a) Identifying systemic factors that are barriers to. This works in two ways. OBJECTIVES OF PERFORMANCE APPRAISAL Salary Increase Performance appraisal plays a role in making decision about salary increase. Normally salary increase of an employee depends upon on how he is performing his job. In the light of these. If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal. firstly.the assignment and justification of rewards and penalties . Secondly. A person works better when he knows how he is working. the person gets feedback about his performance. There is continuous evaluation of his performance either formally or informally. or facilitators of. Pressure on Employees Performance appraisal puts a sort of pressure on employees for better performance. . This information can be used for devising training and development programmes appropriate for overcoming weaknesses of employees. it can be decided whether he can be promoted to the next higher position. Performance appraisal discloses how an employee is working in his present job and what are his strong and weak points. Feedback Performance appraisal provides feedback to employees about their performance.Whether this is an appropriate use of performance appraisal . Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. he can relate his work to the orgaisational objectives. effective performance.

This can also have the effect of increasing the trust between the rater and the ratee. Performance appraisal provides a format for dialogue between the superior and the subordinate. training. and improves understanding of personal goals and concerns. d) To determine whether HR programmes such as selection.c) To improve communication. . and transfer have been effective or not.

In essence. skills. objectives attained Organisational citizenship behaviours Actions that are over and above usual job responsibilities To ensure that the performance criteria are relevant to work practice and acceptable to . STEP 1: IDENTIFY KEY PERF ORMANCE CRITERIA Perhaps one of the most challenging aspects of setting up a performance appraisal is deciding what to assess. quantifiable results. measurable outcomes and achievements.HOW TO C ONDUCT A PERFORMANCE APPRAISAL PROCESS he following five-step approach to conducting a systematic performance appraisal is recommended: 1) Identify key performance criteria 2) Develop appraisal measures 3) Collect performance information from different sources 4) Conduct an appraisal interview 5) Evaluate the appraisal process. and abilities relevant to performance Behaviours Specific actions conducted and / or tasks performed Results / outcomes Outputs. KEY DI MENSIONS OF PERFORMANCE Competencies Knowledge. four key dimensions of performance should be considered in a performance appraisal.

behaviours and outcomes associated with a particular role or position.appraisers and employees: i) Base the performance criteria on an up-to-date job description ii) Develop criteria in consultation with appraisers and employees. If a detailed job description is not available or is out-of-date. It can also be useful to consult with employees to: ‡ Ensure that key aspects of a role / position are represented in the job description. it is strongly recommended that an accurate job description be developed prior to conducting a performance appraisal. for example: Conduct assessments Plan interventions Manage cases Liaise with and refer to other providers Keep up-to-date service records and case notes Write reports ‡ Develop a clear understanding of the relative importance of various competencies. ‡ Behaviours and outcomes ‡ Identify how these key competencies. i) Base the performance criteria on an up-to-date job description: Clear and explicit links between performance appraisal and a job description will ensure the relevance of the appraisal. behaviours and outcomes can be fairly and accurately assessed. Strategies for facilitating employee¶s participation include: ‡ Engagement in formal meetings or informal discussions with supervisors to seek input and / or feedback on appraisal measures and criteria ‡ Representation on groups / committees involved in the design and implementation of ‡ performance appraisals . ii) Develop criteria in consultation with appraisers and employee: Linking performance appraisals with job descriptions can help to focus the appraisal process on the key competencies. and in the process of conducting appraisals. Employees are more likely to accept and be satisfied with the appraisal system if they participate in the development of appraisal criteria and measures.

‡ Inclusion of self appraisals in the appraisal process ‡ Providing opportunities for employees to contribute to the performance appraisal of coworkers and managers / supervisors. which may in turn. evaluations may reflect differences between appraisers rather than actual differences in a employee¶s performance) Perceptions of ³subjectivity in evaluations.e. skills and abilities most critical to job performance may be overlooked ‡ (i. Where time and other resources permit. There are three important considerations in the design of appraisal measures: i) Generic versus individually tailored measures ii) Objective versus subjective assessments iii) Assessing the impact of the work environment on performance. If the development of job-specific (i. feedback may have limited impact on performance effectiveness) ‡ Reduced consistency between appraisers (i. ‡ ii) Objective versus subjective assessments A basic distinction between different types of appraisal measures concerns the use of objective or subjective criteria.. It is also important that employees perceive the appraisal system to be equitable and fair.. an alternative would be to develop two groups of criteria: 1) Core competencies that have applicability to the performance appraisal of all employees ‡ within the organisation 2) Additional competencies applicable only to some jobs and included in the performance ‡ appraisal if relevant. and may also include criteria that are irrelevant to others. individually tailored) appraisal formats is beyond the resource capacity of the organisation..e. It is recommended that a structured and systematic approach is taken to assessing performance. reduced accuracy) ‡ Knowledge.. Problems that arise when an unstructured ³blank sheet approach is used include: ‡ Increased chance of appraiser errors (i. Although this approach can save time and minimise cost. The ³one size fits all § approach of generic measures may overlook important performance criteria that are relevant to particular jobs. the next step is to decide how to assess employee¶s performance.e. it is more appropriate to construct appraisal formats tailored to specific jobs or ³families of jobs.e. the accuracy and relevance of appraisals may be significantly diminished. STEP 2: D EVELOP APPRAISAL MEASURES Once clear and specific performance criteria have been developed. reduce employee¶s satisfaction with. i) Generic versus individually tailored measures § ‡ Many workplaces use a generic rating form for all employees irrespective of their role or position within the organisation. and acceptance of appraisals. Objective assessments of work performance § § .

adequately sized rooms for counselling ‡ Availability of validated. Subjective assessments are . . and agree that the measures are fair and accurate (i. commonly used in performance appraisals and often involve the use of rating scales.e. iii) Assessing the impact of the work environment on performance The goal of a performance appraisal is to support and improve employee¶s performance and effectiveness. Explicit assessment of environmental factors is also likely to increase the perceived fairness and acceptability of performance appraisals. For example.. Objective measures can be relatively quick and easy to obtain (given good organisational record-keeping). Some common objective job performance measures include ‡ y y Absenteeism (number of days absent) ‡ y y Accidents (number of accidents) ‡ y y Incidents at work (number of incidents / assaults / altercations) ‡ y y Lateness (days late) ‡ y Meeting deadlines. rating scales) being used to evaluate their performance. client workload).Objective measures of job performance involve counts of various work-related behaviours.g. Subjective assessments are more likely to provide accurate performance appraisals when: The behaviours and outcomes being assessed are stated in clear behavioural terms The employee understands the measures (e.g. Therefore. it can be unwise to place too much emphasis on these types of objective measures. it makes sense for an appraisal to include an assessment of factors in the work environment that help or hinder a employee¶s capacity to perform effectively. an employee¶s capacity to provide effective treatment interventions is influenced by factors such as: ‡ Access to private. An exclusive focus on results / outcomes may mask factors that impact on employee¶s performance that are beyond their control (e. coworkers or supervisor). user-friendly assessment tools ‡ Availability of reliable and approachable management / administration. soundproofed.. Subjective assessments of work performance Subjective measures rely on the judgment of an appraiser (self. However.. measures what it is supposed to) Measurement is as brief as possible whilst addressing essential behaviours and outcomes (frustration with long and unwieldy questionnaires may introduce error in responses).

Many employees in the organisation operate with a relatively high degree of autonomy. Key benefits include: ‡ Accuracy and reduced bias (incorrect information from one source can be corre cted from another) ‡ Increased likelihood that employees will perceive the performance appraisal system to be a fair and accurate reflection of their performance (compared to relying on supervisor ratings alone). This method ensures the accuracy of information about their performances. coworkers can provide valuable information on teamwork skills. employee¶s performance should be observed in a systematic way overtime (e. However. Supervisors can also encourage employees to keep track of their own performance records such as emails or letters that commend them on their achievements. A common trap is to begin noting observations of employees just before conducting appraisals.g. it has been the sole responsibility of managers / supervisors to assess performance. it is recommended that supervisor appraisals be conducted in conjunction with self assessment. There are many advantages to obtaining feedback on performance from sources other than supervisors or managers. This combined with the heavy workload of most managers / supervisors. In addition. Traditionally.. and satisfaction with. perceptions of ongoing monitoring may foster a sense of surveillance which can damage staff morale. the next step involves collection of accurate performance information. and subordinates can provide u seful information on leadership style. This is likely to give an inaccurate picture of a employee¶s performance. This approach is known as 360 -degree feedback. Five different sources of performance appraisal information are considered here: i) Manager / supervisor appraisals ii) Self appraisal . may limit opportunities to conduct regular observation of employee¶s performance. For instance. in a diary). Including self-assessments as part of the appraisal process is likely to enhance employee¶s commitment to. It also provi des employees with an opportunity to identify barriers and facilitators to effective performance in their work environment. A more suitable approach may be to keep critical incident reports that note specific examples of both excellent and unsatisfactory performances.STEP 3: C OLLECT PERFORMANCE I NFORMATION FROM D IFFERENT SOURCES Once the appraisal measures are developed. other organisational members can be a valuable source of information as they are likely to have exposure to different aspects of a employee¶s performance. Ideally. the appraisal process. If time and resources are limited.

In essence. ³Judge : assessing performance 2.iii) Coworker appraisals iv) Subordinate appraisals v) Client appraisals.e. Not surprisingly. perceptions of appraisal fairness. ¨ ¨ Performing both roles simultaneously can be difficult. ³Coach : providing constructive feedback and identifying areas for improvement. and satisfaction with the appraisal process. promotion) iii) Coworker appraisals: Coworkers can provide valuable feedback on performance. ii) Self-appraisals: The process of evaluating one¶s own performance can help to increase employee¶s commitment to the appraisal process. and should always be included as one of the main appraisers. Employees may be reluctant to admit areas for improvement if performance assessment is linked with desired outcomes such as pay. particularly where teamwork occurs. It is recommended that self appraisals are used for professional development purposes. i) Manager / supervisor appraisals: Managers / supervisors play a central role in the appraisal process. In addition.e. as there is usually more than one coworker who rates a worker¶s performance. appraisal (i. for accuracy) d. One solution is to separate the judge and coach roles by conducting separate appraisal meetings. Informing employees that their ratings will be checked and compared to other sources of c. Ensuring employees receive regular feedback on their performance. Coworkers are often aware of different aspects of a employee¶s performance that managers /supervisors may not have the opportunity to observe. managers and supervisors have two roles in performance appraisal: 1..Using clear definitions of performance criteria linked to specific. pay increases. promotion or opportunities to work in desired areas. rather than for making administrative decisions (i. observable behaviours b.. self-appraisals are usually biased towards leniency. Self-appraisal can also be useful for identifying areas for development. their evaluations . Strategies to increase the accuracy of self appraisals include: a.

client appraisals can be a valuable source of feedback regarding the quality of service provision (e.tend to be more reliable. It is recommended that coworker appraisals are used for professional development rather than administrative decisions. particularly for jobs that require a high degree of interaction with people. degree of professionalism). iv) Subordinate appraisals: Subordinates are a valuable source of information regarding particular aspects of a supervisor or leader¶s performance such as communication. team building or delegation. it is recommended that particular care be taken if incorporating client outcomes. Coworker evaluations. the quality of interaction.g. may be biased towards those individuals most well liked in an organisation (i. level of support. This source of appraisal may only be appropriate in larger organisations where there are sufficient subordinates to allow anonymity. Strategies to support appraisers and enhance appraisal accuracy © © . it may also be beneficial to focus on employee¶s skills and abilities in providing services per se (i. For example. and client relapses may not be due to ³poor employee performance. degree of empathy. The focus should be on aspects of managerial performance that subordinates are able to comment upon. Relying on client outcomes as an indicator of performance can have undesirable effects due to the complex and sensitive nature of work. many of which are outside the control of an individual employee. A range of factors may influence client outcomes. This makes client outcomes a poor reflection of the quality of treatment provided by the employee. independent of client outcomes). Whilst it is important that organisational goals and deliverables are reflected in the appraisal criteria for individuals and teams. In addition to considering client outcomes. For example. friendship bias). It is rare for a successful (or otherwise) outcome to be the sole result of one person¶s efforts. Furthermore.e. however.. coworker appraisals may have a negative impact on teamwork and cooperation if employees are competing with one another for organizational incentives and rewards.. iv) Client appraisals: Clients may also offer a different perspective on a employee¶s performance.e.. ³good employee performance will not always bring about client improvements. Organisations often have performance contracts that specify goals and deliverables for client outcomes. Subordinates can provide feedback to help managers / supervisors develop their skills in these areas.

. The two central purposes of the appraisal interview are to: ‡ Reflect on past performance to identify major achievements. strategies to improve performance). constructive and of greatest benefit for employee¶s effectiveness. Strategies to support appraisers and increase the likelihood of accurate assessments include: ‡ Providing practical training in rating techniques. challenging but attainable goals for future work performance ‡ Ensure that there is a clear agreement on performance objectives and the evaluation criteria for the next year ‡ Keep written records of the appraisal interview on which both parties have ³signed off´. and performance standards. Before the interview ‡ Help employees to become familiar and comfortable with talking about their performance by engaging in regular. STEP 4: CONDUCT AN APPRAISAL INTERVIEW The next step in a performance appraisal is to conduct the appraisal interview. which includes opportunities to practice appraising performance and providing feedback ‡ Limiting the assessment to performance criteria that an appraiser has observed / ‡ experienced in regard to the employee ‡ Providing structured assessment tools with clear explanations regarding the criteria to be assessed.. potential obstacles and issues. particularly with complex jobs or performance criteria. areas that require further development. supervisors and managers can use a range of strategies to ensure that the appraisal interview is positive. During the interview ‡ Encourage employee participation ± start by inviting the employee to share their views about their performance ‡ Begin with positive feedback to put the employee at ease ‡ Make it a two-way discussion ‡ Set goals mutually ± ensure employees participate in determining specific.Rating another person¶s performance is not an easy task.e. informal communication on work progress. As discussed below. Draft a list of the issues that you want to address with the employee (i. strengths and weaknesses of performance. and barriers / facilitators to effective performance ‡ Identify goals and strategies for future work practice. possible solutions and assistance ‡ Encourage employees to prepare ± employees should be encouraged to review their own ‡ performance before the interview ‡ Do your own preparation ± plan ahead. Give specific examples of the employee¶s performances that you want to highlight.

Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from ³poor to ³excellent (or some similar arrangement). ‡ Relate rewards to performance ± by linking appraisal results to employment decisions such as promotions and salaries. A successful performance appraisal process should demonstrate a change in both the ratings of employee¶s performance (i. participate in. or at least remain at a satisfactorily stable level over time) and the work environment (i. It may also be useful to monitor the types of issues raised by supervisors and employees over time.e..   The traits assessed on these scales include employee attributes such as cooperation. evidence that significant barriers to work practice are being addre ssed by the organisation). initiative. the performance appraisal process should undergo regular review and improvement. The one major provision in selecting traits is that they should be in some way relevant to the . METHODS OFPERFORMANCEAPPRAISAL A) Past-oriented methods 1) Rating Scales: The rating scale method offers a high degree of structure for appraisals..After the interview ‡ Coach employees regularly ± provide frequent feedback to help employees improve their performance ‡ Assess progress towards goals frequently ± periodic reviewing of progress towards goals helps keep behaviour on track and enhances commitment to effective performance. punctuality and technical (work skills) competence.e. For example. ideally performance ratings should improve. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scale¶s designer. and be satisfied with the appraisal system. the process of performance appraisal could be evaluated by conducting focus groups or surveys with employees to gauge their satisfaction with the appraisal process (and suggestions for improvements). communications ability. employees are more likely to prepare for. STEP 5: EVALUATE THE APPRAISAL PROCESS As with any organisational system. or by the organization¶s need to know.

 . Job and workplace circumstances must be taken into account. This is an assumption very difficult to prove in practice. In such cases. and the traits they purport to measure. This allows ratings to be easily compared and contrasted . Advantages The greatest advantage of rating scales is that they are structured and standardised.  Rating scale methods are easy to use and understand. There is an assumption that all the true and best indicators of performance are included. Each employee is subjected to the same basic appraisal process and rating criteri a.even for entire workforces. both appraisers and appraisees have an intuitive appreciation for the simple and efficient logic of the bipolar scale. and all false and irrelevant indicators are excluded. Employees in this class are systemically disadvantaged by the rating scale method. The concept of the rating scale makes obvious sense. This encourages equality in treatment for all appraisees and imposes standard measures of performance across all parts of the organi ation. For example. with the same range of responses. It is possible that an employee¶s performance may depend on factors that have not been included in the selected traits. it may reflect that fact that an employee has few opportunities to use and display that particular trait. The relevance of rating scales is therefore said to be context-sensitive. Systemic Disadvantage Rating scales.appraisee¶s job. generally attempt to encapsulate all the relevant indicators of employee performance. a low appraisal rating for initiative may not mean that an employee lacks initiative. The result is widespread acceptance and popularity for this approach. Disadvantages Trait Relevance Are the selected rating-scale traits clearly relevant to the jobs of all the appraisees? It is inevitable that with a standardised and fixed system of appraisal that certain traits will have a greater relevance in some jobs than in others. Such employees may end up with ratings that do not truly or fairly reflect their effort o r value to the organi ation. the trait ³initiative´ might not be very important in a job that is tightly defined and rigidly structured. Rather.

may mean different things to different appraisers. Perceived Meaning Problems of perceived meaning occur when appraisers do not share the same opinion about the meaning of the selected traits and the language used on the rating scales.road ratings (e. An example is the supervisor who believes that an employee is inherently good (halo effect) and so ignores evidence that might suggest otherwise. and always ready to critici e and undermine them. The supervisor becomes unreasonably harsh in their assessment of the employee. it can be a significant threat to the effectiveness and credibility of performance appraisal. Rating Errors The problem here is not so much errors in perception as errors in appraiser judgement and motive. The most common rating error is central tendency. Busy appraisers.Perceptual Errors This includes various well-known problems of selective perception (such as the horns and halos effect) as well as problems of perceived meaning. the language and terms used to construct a scale . Unlike perceptual errors.g. or those wary of confrontations and repercussions. As well. In other words. All human beings are affected by it. Instead of correcting the slackening employee. regardless of the actual performance of a subordinate. a supervisor may have formed the impression that an employee is bad (horns effect). Thus the spread of ratings tends to clump excessively around the middle of the scale. This is a common and normal psychological phenomenon. For example. this might suggest an excessive dependence on supervisory assistance and thus a lack of initiative. Selective perception is the human tendency to make private and highly subjective assessments of what a person is ³really like´. middle-of-the. But in its more subtle manifestations. ³satisfactory´ or ³adequate´).  The horns and halo effect is rarely seen in its extreme and obvious forms. may be tempted to dole out too many passive. and then seek evidence to support that view (while ignoring or downplaying evidence that might contradict it). these errors may be (at times) deli berate. To another appraiser. On the other hand. we see in others what we want to see in them.such as ³Performance exceeds expectations´ or ³Below average skill´ .. an employee may demonstrate the trait of initiative by reporting work problems to a supervisor. to one appraiser. the supervisor covers for them and may even offer excuses for their declining performance. .

‡Advantage s ± economy. 2) Check-list Method: Under this method. 20% in Below Average Grade and 10% in Unsatisfied grade. The real problem of this method occurs in organ izations where there is a tendency to pack certain key departments with all good employees and some other departments with discards and laggards. Finally. This method overcomes that problem. checklist of ³Statements of Traits of employee in the  form of Yes or No based questions is prepared. ‡Advantage s ± Absence of personal biases because of forced choice. the rater only does the reporting or checking and HR department does the actual evaluation. standardization. 40% in Average Grade. The rater concerned has to tick appropriate answers relevant to the appraisees. 4) Force Distribution Method: One of the problems faced in large organizations is relative assessment tendencies of raters. ‡Disadvantages ± Statements may not be correctly framed. or where the appraisers do not feel confident with the task of appraisal. Some are too lenient and others too severe. a checklist of incidents which define good and bad employees is prepared. Here. A test of noteworthy on the job behavior is prepared. It forces every one to do a comparative rating of all the employees on a predetermined distribution pattern of good to bad. it is sent to HR department for further processing. When the check-list is completed. Various questions in the check list may have either equal weightage or more weightage may be given to those questions which are more important. ‡ Advantages---This method is very useful for discovering potential of employees who can be useful in critical situation.This problem is worsened in organizations where the appraisal process does not enjoy strong management support. . ‡Disadvantages ± Rater¶s biases. ease of administration. HR department does actual assessment. 3) F orce Choice Method: A series of statements arranged in the blocks of two or more are given and therater indicates which statement is true or false. A group of experts then assigns scale values to them depending on the degree of desirability for the job. 5) Critical Incident Method: In this method. 20% in Good Grade. Relatively good employees of key departments get poor rating and relatively poor employees of laggards¶ departments get good rating. The HR department then calculates the total scores which show the appraisal result of an employee. This method involves three steps. only critical incidents and behavior associated with these incidents are taken for evaluation. limited training required. The rater is forced to make a choice. use of improper weights by HR Dept. Say 10% employees in Excellent Grade. does not allow rater to give relative ratings.

Appraisers often find the essay technique more demanding than methods such as rating scales. the appraiser prepares a written statement about the employee being appraised. poor. Advantages The essay method is far less structured and confining than the rating scale method. B. 6) Essay Method: In the essay method approach.‡ Disadvantages --. This contrasts sharply with methods where the appraisal criteria are rigidly defined. Appraisers may place whatever degree of emphasis on issues or attributes that they feel appropriate. . c) Overly close supervision may result. however. or it be composed in collaboration with the appraisee. it is difficult to compare and contrast the results of individuals or to draw any broad conclusions about organizational needs 7) Grading: In this method. suffers from one basic limitation that the rater may rate most of the employees at higher grades. in consequence.a) Negative incidents are. good. Such categories may be definitional like outstanding. The appraiser is not locked into an appraisal system the limits expression or assumes that employee traits can be neatly dissected and scaled. The statement usually concentrates on describing specific strengths and weaknesses in job performance. more noticeable than positive ones. b) The recording of incidents is a core to the superior and may be put off and easily forgotten. It also suggests courses of action to remedy the identified problem areas.freedom of expression . Disadvantages Essay methods are time-consuming and difficult to administer. very poor or may be in terms of letter like A. generally.is also its greatest handicap. The statement may be written and edited by the appraiser alone. The techniques greatest advantage . It permits the appraiser to examine almost any relevant issue or attribute of performance. C. D etc with A indicating the best and D indicating the worst. average. The process is subjective and. This method. certain categories of abilities of performance are defined well in advance and person are put in particular category depending on their traits and characteristics. Thus the process is open-ended and very flexible. The varying writing skills of appraisers can upset and distort the whole process.

The system is highly secretive and confidential.8) Performance Tests & Observations: This is based on the test of knowledge or skills. Usually the objectives are established jointly by the supervisor and subordinate. The usual techniques used may be ranking methods and paired comparison method. That is. 9) Confidential Reports : Though popular with government departments. MBO (management by objectives) methods of performance appraisal are results-oriented. Actual performance is more a function of attitude of person than potential. However how best and why best are not elaborated in this method. It is easy to administer. Here the report is given in the form of Annual Confidentiality Report (ACR). Feedback to the assessee is given only in case of an adverse entry. from best to worst. the employee is usually expected to self-audit. ‡Advantage ± Tests only measure potential and not attitude. etc 10) Comparative Evaluation Method (Ranking & Paired Comparisons): These are collection of different methods that compare performance with that of other co-workers. ‡ Paired Comparison Method :In this method each employee is paired with every other employee in the same cadre and then comparative rating done in pairs so formed. Once an objective is agreed. The tests may be written or an actual presentation of skills. to identify the skills needed to achieve the objective. Advantages . They are expected to monitor their own development and progress. they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Typically they do not rely on others to locate and specify their strengths and weaknesses. that is. Tests must be reliable and validated to be useful. ‡ Ranking Method : Superior ranks his worker based on merit. Disadvantage is that it is highly prone to biases and recency effect and ratings can be manipulated because the evaluations are linked to future rewards like promotions. B) Future-Oriented Methods 1) MBO (Appraisal By Results ) : The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. good postings. The number of comparisons may be calculated with the help of a formula ± N x (N-1) / 2. its application in industry is not ruled out. ‡Disadvantages ± Some times costs of test development or administration are high. The method is too tedious for large departments and often such exact details are not available with rater.

An  . research studies have shown repeatedly that human beings tend to lack the skills needed to do their own ³reality checking´. prone to all forms of perceptual bias. then he or she has demonstrated an acceptable level of job performance. Reality itself is an intensely personal experience. But the penalty for fluidity is loss of clarity. Employees are judged according to real outcomes. and not on their potential for success. tend to impose a certain rigidity.as one might take apart an engine to study it. Variable objectives may cause employee confusion. and for the purposes of self -auditing and self-monitoring. They will need these skills during the initi al stage of objective setting. Instead of assuming traits. But on the downside. the obvious answer is to make the objectives more fluid and yielding. But this can be a sourc e of weakness also. by their very nature. But put all the parts together and the performance may be directly observed and measured. Nor are these skills easily conveyed by training. or on someone¶s subje ctive opinion of their abilities. Supervisors and subordinates must have very good ³reality checking´ skills to use MBO appraisal methods. the MBO method concentrates on actual outcomes. The guiding principle of the MBO approach is that direct results can be observed.The MBO approach overcomes some of the problems that arise as a result of assuming that the employee traits needed for job success can be reliably identified and measured. It has become very apparent that the modern organi ation must be flexible to survive. It is also possible that fluid objectives may be distorted to disguise or justify failures in performance. Disadvantages  MBO methods of performance appraisal can give employees a satisfying sense of autonomy and achievement. 2) Assessment CenterMethod : This technique was first developed in USA and UK in 1943. MBO advocates claim that the performance of employees cannot be broken up into so many constituent parts . If the employee meets or exceeds the set objectives. One of the strengths of the MBO method is the clarity of purpose that flows from a set of well -articulated objectives. Unfortunately. Of course. The MBO meth od recogni es the fact that it is difficult to neatly dissect all the complex and varied elements that go to make up employee performance. Objectives. whereas the traits and attributes of employees (which may or may not contribute to performance) must be guessed at or inferred. they can lead to unrealistic expectations about what can and cannot be reasonably accomplished.

it clearly defines the criteria for selection and promotion. Also reliability. intellectual. customer satisfaction and team building skills. This technique has been found to be extremely useful and effective.assessment centre is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. Costs of employees travelling and lodging. threatening. team members. However. computer simulations. and discussion with supervisors and review of other evaluations. peers. psychologists. work groups. expensive and time consuming. Ratings strongly influenced by assessee¶s inter-personal skills. subordinates and self with different weightage to each group of raters. It is especially useful to measure inter-personal skills. It is more focused on employees emotional. receiving feedback from multiple sources can be intimidating. content validity and predictive ability are said to be high in Assessment Centres. 3) 360o Appraisal: It is a technique in which performance data/feedback/rating is collected from all sections of people employee interacts in the course of his job like immediate supervisors. One of the biggest advantages of this system is that assesssees cannot afford to neglect any constituency and has to show all-round performance. on the negative side. It is more focused on observation of behaviours across a series of select exercises or work samples. No assessment of past performance. Assesses are requested to participate in in-basket exercises. It is done in the form of in-depth interviews. This approach is slow and costly and may be useful for bright young members who may have considerable potential. ESSENTIALS FOR A SUCCESSFUL PERFORMANCE APPRAISAL SYSTEM Basing appraisals on accurate and current job descriptions Ensuring that appraisers have adequate knowledge and direct experience of the . Finally. psychological tests. ‡Advantage s ± Well-conducted assessment centre can achieve better forecasts of future performance and progress than other methods of appraisals. role playing and other similar activities which require same attributes for successful performance in actual job. However quality of these appraisals largely depends upon the skills of psychologists who perform the evaluation. and motivational and other personal characteristics affecting his performance. The tests also make sure that the wrong people are not hired or promoted. Solid performers may feel suffocated in simulated situations. ‡Disadvantages ± Concentrates on future performance potential. 4) Psychological Appraisals: These appraisals are more directed to assess employees potential for future performance rather than the past one. customers.

and strategies to address problems or difficulties. Performance appraisals can be used to: ‡ Recognise. The appraisal interview can also be used as a vehicle to demonstrate supervisory and organisational support for employees by discussing barriers and supports to effective performance. consider conducting one formal appraisal annually. with a review of progress in the mid-year and ongoing review in regular supervision meetings USING PERFORMANCE APPRAISAL TO ADDRESS WORKFORCE DEVELOPMENT CHALLENGES Regular performance appraisals provide a useful opportunity to conduct a ³check-up on various workforce development issues that may impact on employee¶s effectiveness and well being. Recognise . If resource constraints do not permit frequent formal appraisals. Develop and reward effective teamwork  . reward and support effective performance Ensuring employees receive adequate rewards and recognition is a key workforce development issue for the performance. Performance appraisals provide a good opportunity to formally recognise employee¶s achievements and contributions to the organisation. and to ensure a clear link is maintained between performance and rewards. reward and support effective performance ‡ Develop and reward effective teamwork ‡ Identify and manage issues likely to impact on retention ‡ Monitor and support employee¶s well being.employee¶s performance Providing ratings via aggregated anonymous feedback when multiple sources of information are used Incorporating performance appraisals into a formal goal setting system Offering adequate support and assistance to employees such as professional development opportunities in order to improve their performance Conducting appraisals on a regular basis (at least two times a year) rather than annually.

An appraisal of the team as a whole can also be a useful strategy to reco gnise and reward team performance. . and to identify strategies to improve team functioning. and a discussion of strategies to address any problems or issues. especially if appraisal information is gained from team members. particularly in regard to factors that contribute to feelings of stress and experiences that promote satisfaction with their work. Key factors associated with retention include salary and remuneration. professional development opportunities. Identify and manage issues likely to impact on retention Open and constructive performance appraisals can be useful to identify issues that are likely to impact on employee¶s willingness to stay with the organisation in the longer -term.The appraisal interview is also a useful vehicle for recognising and rewarding employee¶s contributions to various teams in the organisation. Monitor and support employee¶s well being Performance appraisal interviews are a good opportunity to discuss employee¶s health and well being in the workplace. and work-related demands and stress. The appraisal interview provides a good opportunity for a ³check-up´ regarding employee¶s satisfaction with their working conditions and environment.