An analysis of the purpose of performance appraisal system as a decision aid

A properly carried out performance appraisal is a tool to determine what necessary steps are to be taken in order to help the employees in improving their performance.

An employee has to do reports. To provide a feedback to employees regarding their performance and related status. These changes are particularly concerned with areas such as elimination of subjectivity and bias, training of appraisers, improvement of the feedback process and the performance review discussion.

Purposes of Performance Appraisal

The second problem with formal PAs is they can be ineffective if the PA system does not correspond with the organizational culture and system. There is no simple way to completely eliminate these errors, but making raters aware of them through training is helpful.

Performance Appraisals: Development vs. Administrative

He advices the line manager as a staff specialist- Personnel manager acts like a staff advisor and assists the line managers in dealing with various personnel matters. Likewise, performance appraisals can be useful in creating fair compensation systems.

The rating should reflect the task requirement performance, not according to other people attitude. Subjectivity is related to judgement based on a supervisor's subjective impressions and opinions, which can be expressed through the use of subjective performance measures, ex post flexibility in the weighting of objective performance measures, or ex post discretional adjustment, all of which are based on factors other than performance measures specified ex ante.

A performance appraisal procedure allows the organization to communicate performance expectations to every member of the team and assess exactly how well each person is doing.

Performance appraisal

We have been looking one by one at the possible solutions to each of the situations, which are also complicated to put into practice, thus here we have a general solution that could be applied to all the possible rating errors. In this regards, inefficient workers can be dismissed or demoted in case.

He tries to solve them in best of his capacity. For an organization, effective communication between employees and employers is very important. Ideally, when performance appraisals are used for developmental purposes, organizations should tie individual development to strategic organizational goals.

Only 10 per cent said they were always satisfied.

Performance Appraisal

Interviews[ edit ] The performance appraisal PA interview is typically the final step of the appraisal process. PA helps the subordinate answer two key questions: A discussion on performance may then follow.

In view of this effect, they advocate a radically different approach to performance management. Many employees, especially those most affected by such ratings are not very enthusiastic about them. Such actions may be counseling or warning the poor performers to improve performance and to prevent the occurrence of undesirable results.Performance Management Collecting and Using Data to Measure Progress, Improve Results February Reforms of the size and scale to which Race to the Top States have committed, The foundation of HIDOE’s performance management system is the Academic and Financial Plan, known.

A properly developed and administrated performance appraisal system can aid in determining whether individuals should be considered for promotions. When used for this purpose, the system must rate employees for their present job performance, as well as the individual’s potential for the higher position.

A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. PURPOSE OF PERFORMANCE APPRAISAL It gives an in discriminatory rating of all the employees.

2. Decision Making: Performance appraisal of the employees is extremely use fooling the decision making process of the organization. In selection, training, An appropriate system of performance appraisal helps the management in devising.

A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated.

A performance appraisal system is a good instrument that can be used to improve the quality of an organization’s work force performance of which it is considered as an important aspect in human resources management and as part of the control process in administration (Kavussi Shal.

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An analysis of the purpose of performance appraisal system as a decision aid
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