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APPRAISAL
c. Feedback
a. Examines and evaluates Uses the results to provide positive
an employees work behavior by feedback to the employee to show
comparing it with preset standards where improvements are needed and
why
b. Documents
the results of the comparison
Performance appraisals are employed to determine who needs what training, and who will be
promoted, demoted, retained, or fired.
Aims of Performance Appraisal:
To review the performance of the employees and give employee feedback.
Identify employee training need
Form a basis for personnel: salary increases, promotions, disciplinary actions,
bonuses, etc.
Facilitate communication
To judge the gap between the actual and the desired performance.
To help the management in exercising organizational control.
To judge the effectiveness of the other human resource functions.
To reduce the grievances of the employees.
Helps to strengthen the relationship and communication between superior –
subordinates and management – employees.
How are performance objectives developed?
To ensure if all the objectives are met, it is necessary for
organizations to be:
Components of performance appraisal:
Recommended components of performance
appraisal
• Quality of work
• Quantity of work
• Dependability
• Punctuality
• Communication skills
• Problem-solving skills
• Ability to work as part of a team
• Compliance with company procedures
• Progress made toward professional goals
What should be avoided?
• If the factors being used in the performance appraisal are incorrect or not
relevant, the appraisal will fail to provide any useful or effective data.
• Some objective factors are very vague and difficult to gauge like attitude
and initiative. There is no scientific method to measure these factors.