Performance Appraisal
INTRODUCTION
INTRODUCTION:
“An effective performance appraisal system aligns individual performance with the organization’s mission, vision and objective.” American Compensation Association
Performance Appraisal system is the systematic process by which an agency involves its employees, an individual and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. The primary focus of performance appraisal system is on continual discussion of work performance to identify ways to improve it. Continual discussion of performance focuses not only on the individual, but also on work processes, resources, and any other issues that can be addressed to improve performance. The discussion of performance occurs in the context of the measurable objective that individuals are trying to achieve in their work. The role of performance appraisal in this orientation is primarily to record the results of performance for use as input to decision about adjustments to compensation, personal development planning, staffing, promotion, and other work force activities. The process of performance appraisal is initiated by collaboratively defining measurable objectives for unit performance that are based on the unit’s committed work. These unit objectives establish the framework in which individual performance objective can be defined. Measurable performances objectives are defined for each on individual based on their committed work and are revised as needed. Performance objectives at the unit and individual levels are periodically reviewed to determine their continued relevance, and if needed, they are revised Those responsible for performance feedback have ongoing discussion about the performance of committed work with those they are assigned to review. Continuous discussion for the performance of committed work involves mutual investigation of ways to enhance performance. Those
INTRODUCTION:
“An effective performance appraisal system aligns individual performance with the organization’s mission, vision and objective.” American Compensation Association
Performance Appraisal system is the systematic process by which an agency involves its employees, an individual and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. The primary focus of performance appraisal system is on continual discussion of work performance to identify ways to improve it. Continual discussion of performance focuses not only on the individual, but also on work processes, resources, and any other issues that can be addressed to improve performance. The discussion of performance occurs in the context of the measurable objective that individuals are trying to achieve in their work. The role of performance appraisal in this orientation is primarily to record the results of performance for use as input to decision about adjustments to compensation, personal development planning, staffing, promotion, and other work force activities. The process of performance appraisal is initiated by collaboratively defining measurable objectives for unit performance that are based on the unit’s committed work. These unit objectives establish the framework in which individual performance objective can be defined. Measurable performances objectives are defined for each on individual based on their committed work and are revised as needed. Performance objectives at the unit and individual levels are periodically reviewed to determine their continued relevance, and if needed, they are revised Those responsible for performance feedback have ongoing discussion about the performance of committed work with those they are assigned to review. Continuous discussion for the performance of committed work involves mutual investigation of ways to enhance performance. Those
References: 1. Aswathappa.K (2008), Human Resource Management (5 edition), Tata McGraw-Hill, New Delhi. 2. Gupta. C. B (2006), Human Resource Management (7 edition), Sultan Chand & Sons, New Delhi. 3. Prasad. L. M. (2005), Human Resource Management (2 edition), Sultan Chand & Sons, New Delhi. 6. Hartle F. (1995). ‘Transforming the Performance Management Process’ Personnel Today, Kogan.