90751438-Synopsis-for-Performance-Appraisal.rtf -...

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PERFORMANCE APPRAISAL Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term “performance management” as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. A performance management system includes the following actions. Develop clear job descriptions. * Select appropriate people with an appropriate selection process. * Negotiate requirements and accomplishment-based performance standards, outcomes, and measures. * Provide effective orientation, education, and training. * Provide on-going coaching and feedback. * Conduct quarterly performance development discussions. * Provide promotional/career development opportunities for staff.
STATEMENT ABOUT THE PROBLEM IN BRIEF Factors that are considered as problems in Performance appraisal are · Failure of the superiors in conducting performance appraisal and post performance appraisal interview. · Most part of the appraisal is based on subjectivity. · Less reliability and validity of the performance appraisal techniques. · Negative ratings affect interpersonal relations and industrial relations system. · Influence of external environmental factors and uncontrollable internal factors. · Feedback and post appraisal interview may have a setback on production.

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