As said above the very purpose of performance uprising is to know performance of employee, subsequently to decide whether training is needed to particular employee or to give promotion with additional pay hike. Every corporate sector uses performance appraisal as a tool for knowing about the employee and take decisions about particular employee. What does the term performance actually mean?
The germinating faulty assumptions between the superior and the subordinate create problems during the appraisal. Both superior and the subordinate show tendencies to avoid formal appraisal processes, as well as to heed them in their respective work roles.
Their assistance lies partly in their psychological characteristics, partly in their organizational roles and partly in technical deficiencies and the unwise management of appraisal policies and procedures. They expect too much from it and rely too much on it.
It should be recognized that no system can provide perfect, absolutely defensible appraisals devoid of subjectivity.
As such they tend to defeat the basic purpose of appraisal by providing camouflaged information as far as possible. The value of any tool lies on the skills of the user.
Therefore the utility of performance appraisal depends upon the psychological characteristics of the managers. However research tells us more about the inhibiting characteristics rather than facilitating characteristics of people.
There are several psychological blocks, which hinder the effectiveness of the performance appraisal. Because of these psychological barriers, managers do not tend to become impartial or objective in evaluating their subordinates thereby defeating the basic purpose of appraisal.
The main technical, difficulties in appraisal fall into two main categories the criterion problem and distortions Criterion problem: A criterion is the standard of performance the manager desires of his subordinates and against which he compares their actual performance.
|My Membership||Human resource is pivotal in setting and realization of objectives. The performance of any organization is functionally dependent upon the total performance of the deployed workforce.|
|One thought on “Performance Appraisal”||Publishing House Performance Appraisal Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of a employee and also the future potential of the employee.|
|Objectives Of Performance appraisal:||As said above the very purpose of performance uprising is to know performance of employee, subsequently to decide whether training is needed to particular employee or to give promotion with additional pay hike. Every corporate sector uses performance appraisal as a tool for knowing about the employee and take decisions about particular employee.|
Criteria are hard to define in measurable term or objective term. Ambiguity, vagueness and generality of criteria are difficult hurdles for any process to overcome. Distortions occur in form of biasness and errors in making the evaluation.
An appraisal system has the following distortions: This means that the halo effect allows one characteristics, observation or occurrence good or bad to influence the rating of all performance factors. The halo effect arises when the traits are unfamiliar, ill defined and involves personal relations.
This often occurs when the employee is more conscientious and dependable, that the appraiser might become biased toward that individual to the extent that the appraisers rates him high on many desired attributes or when the employee is more friendly to the appraiser.
If the group is not well liked, this attitude may work in the rating of the individuals, apart from the actual performance. The halo effect problem can be minimized by: He fails to discriminate between superior and inferior persons.
The reason behind this may be lack of knowledge about the behaviour of individuals, carelessness, lack of time or to avoid chaos. The appraisers first impression of a candidate may affect his evaluation of all subsequent behaviour.In industry performance appraisal is a systematic evaluation of employees by supervisors.
Employees also wish to know their position in the organization. Appraisals are essential for making many administrative decisions: selection, training, promotion, transfer, wage and salary administration etc.
This study will aim to clarify the concept of performance, the determinants of performance, environmental factors that affect or modify the performance, as well as ways of assessing performance by demonstrating examples of specific objectives through management by objectives.
Performance appraisal means systematic evaluation of the personality and performance of each employee by his supervisor or some other person who is trained in such task.
It is the formal procedure to evaluate the contributions of the persons working in the organization and to get the necessary information regarding the employees.
Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.
Performance appraisal is generally done in systematic ways which are as follows: The supervisors measure the pay of employees and compare. Concept of Performance Appraisal Performance appraisal is the systematic evaluation of employees with respect to their performance on their job and their potential for development.
A performance appraisal is an evaluation done on an employee’s job performance over a specific period of time. “Performance Appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development.” Performance appraisal is the area of performance management where the focus on performance is the hardest to maintain.