Professional Documents
Culture Documents
Translate Department/center's mission into specific achievable goals Manage performance rather than react to it Reduce overlap of job duties and ineffective, inefficient use of employee skills Provide written acknowledgment of completed work Gain new information and ideas from staff Discuss skill and career development Protect organization from unfounded charges of discrimination Reduce stress for the supervisor -- managing rather than reacting Reduce stress for the employee -- what is expected is made clear
Performance Appraisal is being practiced in 90% of the organisations worldwide. Self-appraisal and potential appraisal also form a part of the performance appraisal processes. Typically, Performance Appraisal is aimed at: y To review the performance of the employees over a given period of time. y To judge the gap between the actual and the desired performance. y To help the management in exercising organizational control. y To diagnose the training and development needs of the future.
Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.
Helps to strengthen the relationship and communication between superior subordinates and management employees.
According to a recent survey, the percentage of organisations (out of the total organisations surveyed i.e. 50) using performance appraisal for the various purposes are as shown in the diagram below:
Other purposes 6% (including job analysis and providing superior support, assistance and counseling)
dentifying the gaps in desired and actual performance and its cause 76%