AUTHOR(S)

Author; Jyothsna, Cheekoori; Jyoshna, Cidda Reddy

PUB. DATE
Date; May 2012
SOURCE
Source;International Journal of Research in Computer Application & Mana;May2012, Vol. 2 Issue 5, p19
SOURCE TYPE
Academic Journal
DOC. TYPE
Article
ABSTRACT
Performance appraisal "is the process of obtaining, analyzing and recording information about the relative worth of an
employee". The focus of performance appraisal is measuring and improving the actual performance of the employee
and also the future performance. It is a systematic way of reviewing and assessing the performance of an employee
during a given period of time and planning for his future. Designing and implementing appraisal in the organization is
to improve the performance among the employees. In the eyes of Human Resources Management practitioners,
there could be standard form for performance appraisal. 'Job Description', 'Performance Level', 'Performance
Factors', 'Appraiser's Additional Comments', Appraisee's Feedback are usual elements incorporated into such a
standard form. The performance appraisal is essential to understand and improve the employee's performance
through human resource development. The performance appraisal activity is viewed to decide upon employee
promotion/transfer, salary determination. It indicates the level of actual performance and the desired performance
gap. This gap should be bridged through human resources development techniques like training, executive
development etc. The Performance appraisal is a method of evaluating the behavior of employees in the work spot,
normally including both the quantitative and qualitative aspects of the job performance. The study aims at determining
the performance appraisal activities adopted at Indian Bank, Chittoor.
Performance appraisal: A process focus.
Ilgen, Daniel R.; Feldman, Jack M.
Research in Organizational Behavior, Vol 5, 1983, 141-197.
AB S T R A C T
1. The performance appraisal process is construed as a function of 3 interacting systems: organizational context, the appraiser's
information processing system, and the behavioral system of the appraisee. It is argued that aspects of each system constrain the
ability of the appraisal process to produce accurate, unbiased, and reliable assessment of individual behavior and performance. The
following characteristics of the appraisal process are discussed: (1) observation, reward opportunities, and systemic issues such as
function and expectations within the context of the organization; (2) the appraiser's automatic attention processes, categorization
and memory, and information search and recall; and (3) appraisees' automatic and controlled modes of behavior.
Recommendations for improving the appraisal process are presented. (9 p ref) (PsycINFO Database Record (c) 2012 APA, all rights
reserved)
Performance appraisals get low marks
By Barbara Rose | December 11, 2006
Consultant Dick Grote has spent many years thinking about the systems companies use to
let employees know whether they're measuring up. A leading authority and frequent speaker
on the topic of performance management, he once told a gathering of 600 human resources
vice presidents, "I have devoted my life to performance appraisal." A whispered comment by
a man in the fourth row was just loud enough for him to hear. "Now there's a wasted life,"
the man said. Nearly...