The above figure shows the objectives of performance appraisals In the figure

The above figure shows the objectives of performance

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The above figure shows the objectives of performance appraisals. In the figure, the reader can clearly see that according to a given scenario there is always two parts such as Employee and Organization. Relevant to those sectors performance appraisals have been divided. Enura Indula (COL/A - 060329) Professional Practices Assigment - 1 22 Figure 12 - Performance Appraisals Figure 13 - Use of Performance Appraisals
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14.4.2 Salary Levels Performance appraisal plays a role in making decision about salary increase. Normally salary increase of an employee depends upon on how he is performing his job. There is continuous Evolution of his performance either formally or informally. This may disclose how well an employee is performing and how much he should be compensated by way of salary increase (Managementstudyguide.com, 2018). 14.4.3 Promotions Performance appraisal plays significant role where promotion is based on merit and seniority. Performance appraisal discloses how an employee is working in his present job and what his strong and weak points are. In the light of these, it can be decided whether he can be promoted to the next higher position (Managementstudyguide.com, 2018). 14.4.4 Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. This information can be used for devising training and development programs appropriate for overcoming weakness of employees (Managementstudyguide.com, 2018). 14.4.5 Feedback Performance appraisal provides feedback to employees about their performance. A person works better when he knows how he is working. This works in two ways, firstly, the person gets feedback about his performance (Managementstudyguide.com, 2018). Secondly, when the person gets feedback about his performance, he can relate his work to the organizational objectives (Managementstudyguide.com, 2018). Enura Indula (COL/A - 060329) Professional Practices Assigment - 1 23
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15. Skill Audit A skills audit is essentially a process for measuring and recording the skills of an individual or group. Skills audit includes areas such as evaluating self-management, personal and interpersonal skills and leadership skills. The main purpose for conducting a skills audit is to identify the skills and knowledge that an individual requires, as well as the skills and knowledge that individual currently has. The author has given his skill audit. That audit is based on the training event that he and his team took part. Through examine that audit; the reader can get a vivid idea about skill audits and how to use them in their working area and career path. Enura Indula (COL/A - 060329) Professional Practices Assigment - 1 24
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Score Scale: 1 = Very Poor 2 = Poor 3 = Satisfactory 4 = Good 5 = Excellent Enura Indula (COL/A - 060329) Professional Practices Assigment - 1 25 Table 9 - Skill Audit table 1 Skills Score {1-5} Evidence of where, when and how you have used this skill/quality.
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