Professional Documents
Culture Documents
Appraisal:
A judgment of the value ,
performance or nature of
somebody.
“Performance appraisal is an objective
assessment of an individuals’ performance
against well defined benchmarks”
Performance appraisal serves basically four
objective:
1. Identification of individual needs.
Performance feedback.
Determining transfers and job assignments.
Identification of individual strengths and
developmental needs.
2. administrative uses/decisions:
Salary
Promotion
Identification of poor performance
3. Organizational maintenance/objective:
H R planning
Evaluation of organizational goal
achievement
Reinforcement of organizational
development needs
4. Documentation :
Supervision
development
Lack of knowledge about organizational
goals, objectives, strategies.
Lack of change management like business
changes, processes, systems and procedures.
Lack of understanding of the company
vision.
Lack of confidence in the employee’s ability
and willingness to solve the problems.
Lack of attentions on the performance
problem .
Lack of attention of poor performance
immediately.
Lack of understanding of performance
appraisal.
Lack of use of performance appraisal
feedback.
Lack of direction on the job.
Lack of knowledge about the organization.
Lack of knowledge about the department.
Lack of the complete knowledge of the job
role.
Lack of clearly defined performance
objectives.
Lack of skill and capability.
Lack of support.
barriers
Personal opinion
1. Criterion problem
2. distortions
A criterion problem is the standard of
performance the managers desires of his
subordinates and against which he compare
their actual performance.
It occur in the form of biases and errors in
making the evaluation.
This distortions exists where the rater is
influenced by ratee’s one or two
outstandingly good (or bad) performance and
he evaluate the entire performance
accordingly.
Employee grade
U a
v b
w a
x b
y a
z A
Thiserror occurs when the rater marks all or
almost all his personal as average . He fails
to discriminate between superior and inferior
persons.
There are easy raters and tough raters in all
phases of life. Some raters habitually rate
everyone high, other tend to rate low. In
such a situation the results of two raters are
hardly comparable.
Managers being human have strong liking or
disliking for people, particularly close
associates.