Purpose performance appraisal PERFORMANCE APPRAISAL Performance Appraisal is very important for every kind of organization. It is a justification of an individual employee. if we take the literal meaning of performance The act of performing or fulfillment of an obligation or a promise; especially, completion of ones, duty.appraisal An expert or official valuation. Performance Appraisal is defined as structured formal interaction between a subordinate and supervisor, where the work performance of the subordinate is to be taken into consideration, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. Appraisal results are used to determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotion. Simultaneously appraisal results are also used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decrease in pay. Performance Appraisal is a part of career development PERFORMANCE APPRAISAL METHODS The Critical Incident File The Critical Incident File is a performance appraisal method in which the manger writes down positive and negative performance behavior of employees during their employment period.this file is a form of documentation. The Rating Scales The Rating Scale is a form on which the manager simply checks off the employees level of performance. The possible evaluated areas include quantity of work, quality of work, dependability, judgment, attitude, cooperation and initiative. Behaviorally Anchored Rating Scales (BARS) BARS is a method combining rating and critical incidents. Is is more objective and accurate. Rather than having excellent, good, average. the form has several statements that describe the employee performance, from which the manager selects the one that best describes the employee performance for that task. Ranking Ranking method is used to evaluate employee performance from bets to worst. Under this method, the manager compare an employee to another employee, rather than comparing each one to a standard measurement. A predetermined percentage of employees are placed in performance categories for e.g excellent-5%,good-10%, average-15%. Management By Objectives Management By Objectives is a process in which managers and their employees jointly set objectives for the employee, periodically evaluate the performance, and reward according to the result The Narrative Method This method requires the manger to write a statement about the employee performance. Managers may be allowed to write whatever they want, or they may be required to answer questions about employee performance Conclusion For an effective management and do best evaluation among personnel, performance appraisal is very essential instrument. it generally review each individual performance against agreeing objective, standard and delegation of responsibilities and tasks.Performance Appraisals are important for staff motivation, attitude and behavioral development, communicating and aligning individual as well as organizational aims and having positive relationships between management and staff and also increase the level of competence among the employee of organization and their energetic level increase. As performance appraisal provide a formal, recorded, regular review of an individual performance so we can plan for future development. In this way the chances of organizational growth increases.so as profit will also in gain. http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for performance appraisal.
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