1. Stage 3- Formal Performance Rating

1. Stage 3- Formal Performance Rating - Performance...

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Performance Management Process (Performance Management Cycle) Stage 1 Planning the Performance Stage 2 Supporting the Performance Stage 3 Quarterly Formal Performance Rating Stage 5 Administrative Decisions [Ability to do x Work Effort x Opportunity to do] Collection of information about performance level and comparing the performance outcome with the desired ones Revisiting the support functions Stage 4 Integration of the quarterly reports to work out average score and assign rating Identifying cause of less than optimum performance if so. Taking developmental & motivational measures Giving face-to-face informal feedback Defining performance goals on the basis of job profile
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Formal Performance Appraisal and Rating Informal performance reviews – judging the performance on the job – conducted under stage 2 of the performance management cycle are valuable as part of the continuing process of performance management. So one can argue that formal reviews are unnecessary and that it is better to conduct informal reviews as part performance management practice to be carried out.
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But it is necessary to distinguish formal performance rating from simply judging the performance while doing and identify its specific role in performance management. Judging the performance while doing is a relatively private evaluation of a person’s performance in some area while formal performance rating is a public statement of a judgment evaluation that is made for the record.
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This record of formal ratings provides the basis for decisions on performance pay, promotion, inclusion in talent management development programmes, training, and action to deal with poor performance etc.
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