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A performance appraisal used in the organization is a regular review of employeeu2019s job performance to verify their contribution to the company. It is also known as annual review or performance evaluation. It evaluates the skills, growth, achievement or failure of the employees. <br>
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Performance Appraisal Meaning and Definition Meaning: It is a regular assessment used to verify the contribution of employee’s performance to the organization Definition: Performance appraisal is defined as system which communicate about the ideal performance of the employee and the actual performance of the employee.
Types of Employee Performance Appraisal • Self assessment: Rating of the performance by employee themselves. • Peer assessment: Peers act as a rater of the performance of the employee • 360-degree performance appraisal: All the stakeholders of the organization provides performance review of the employee • Negotiated appraisal: A mediator acts as a performance reviewer.
Traditional Methods Rating Scales Checklist Forced Choice Method Forced Distribution Method Critical Incidents Method Behaviorally Anchored Rating Scale Field Review Method Performance Tests and Observations Confidential Reports Essay Method Cost Accounting Method Comparative Evaluation Approaches Modern Methods Management by Objectives Psychological Appraisals Assessment Centers 360-Degree Feedback 720-Degree Feedback Methods of Performance Appraisal
Keep records to decide salary of employees Determine the strengths and weaknesses of the employees Know about future growth potential of the employee Objectives of Employee Performance Appraisal Objectives of Performance Appraisal Provide feedback of employee performance Makes employees work oriented Inputs about the training needs
Advantages and Disadvantages of Performance Appraisal • Advantages • Helps in promotion and dismissal decisions • Provide framework and information to decide compensation • Helps to decide the developmental programs for employees • Guide the hiring process to make selection more accurate • Effectively convey the performance status to employee • Motivates the employee to improve their performance • Disadvantages • Many times the vital factors are ignored while • measuring the performance. • Emotional and psychological factors are difficult to • quantify. • If the evaluation is carried out by less qualified person • then the process is of no use to the organization.
