PERFORMANCE APPRAISALPerformance 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 BRIEFFactors 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.