19-12-2012, 06:50 PM
PERFORMANCE APPRAISAL
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INTRODUCTION
Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows:
1. The supervisors measure the pay of employees and compare it with targets and plans.
2. The supervisor analyses the factors behind work performances of employees.
3. The employers are in position to guide the employees for a better performance.
Objectives of Performance Appraisal
Performance Appraisal can be done with following objectives in mind:
1. To maintain records in order to determine compensation packages, wage structure, salaries raises, etc.
ADVANTAGES OF PERFORMANCE APPRAISAL
It is said that performance appraisal is an investment for the company which can be justified by following advantages:
1. Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmes for efficient employees. In this regards, inefficient workers can be dismissed or demoted in case.
2. Compensation: Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a performance.
ONE SIDED INPUT
• Traditional performance appraisals involve a supervisor and supervisee, both of which have limited perspectives. As with any situation, limited perspectives lead to a limited amount of information by which to judge performance.
If a manager is busy supervising several people, as well as tasks and other projects, then there will be limited time to take in the full scope and practice of the performance of the supervisee.