Performance appraisal is the process of measuring qualitative and qualitative an employees past or present performance against the background of his expected role performance. in other words, the evaluation of the performance and personality of each employee is done by the immediate superior. Also, some other persons give training to employees. It is the peroformance appraisal.
According to Edward Flippo,” Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence. It also matters to his present job and his potential for a better job.”
1.OBJECTIVES OF PERFORMANCE APPRAISAL
2.MAKE JOB EXPECTATIONS
3.DESIGN AN APPRAISAL PROGRAMME
4.APPRAISE THE PERFORMANCE
7.USE APPRAISAL DATA
By all means, the process of performance appraisal is given as follows:
It includes effective promotions and transfers, assessing training needs, and awarding. In other words, appraisal aims at improving the performance instead of assessing it. By all of these means, A manager must learn to appriciate the impact that the system level factors on an individual level.
The second step in the performance appraisal process is established job expectations. It includes informing the employee what is expected of him/her on the job. In short words, a discussion is held with his/her superior to review the major duties in the job description.
It also design the appraise program because it poses several questions which need to answer. In this case, the rate is generally the employee, workgroup and also organization. While the raters can be immediate supervisors, subordinates, peers etc.
1.Formal vs informal appraisal
2. Whose performance is to assess?
3. Who are the raters?
4. How to solve the problems?
5. What is evaluate?
6. What methods of appraisal are to be used?
This step is also equally important than the others because appraisal process measures the performance. In like manner, performance measurement needs to be on the benchmarks list shown in below. On the other hand, these benchmarks vary from job to job. In addition, it includes the following elements:
1.Quantity of output
2. Also, include quality of input.
3.Timeliness of output
4. Presence at work
After all of these steps, this step involves performance interview achieving performance data for the purpose of use of appraisal data. With this intention, feedback is necessary to effect improvement in performance, specially when it is inadequate. So the performance appraisal is immidiately or quickly evaluate.
Organizations need to archive or store the appraisal data that at any point in future, the information can be use. Additionally, The HR manager should have those details to convince the employee. In addition, other issues such as pay hike, affirmative actions and the like deserve reference to the past information. Moreover, achieving appraisal data is not just desirable but essential too.
After all, the final step in the evaluation process is the use of evaluation data. In one way or another, data and information outputs of a performance appraisal programme can critically influence including these coveted employer-employees in a particular reward opportunity.
At the end, above all the data and as well as information will be useful in the following areas of HRM: