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Human Resources Management - Performance And Potential Appraisal

Introduction of Performance And Potential Appraisal

   Posted On :  12.06.2018 11:29 pm

Appraisal is the evaluation of worker, quality or merit. In the organizational context, performance appraisal is a systematic evaluation of personnel by superiors or others familiar with their performance.

Introduction of Performance And Potential Appraisal

Appraisal is the evaluation of worker, quality or merit. In the organizational context, performance appraisal is a systematic evaluation of personnel by superiors or others familiar with their performance. Performance appraisal is also described as merit rating in which one individual is marked as better or worse in comparison to others. The basic purpose of merit rating is to ascertain an employee’s eligibility for promotion. However performance appraisal would be used to decide training and development, salary increase, transfer and discharge C. Heyel defines, “performance appraisal is the process of evaluating the performance and qualifications of the employee in terms of the requirements of the job for which he is employed, for the purposes of administration including placement, selection for promotion, providing financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally”. Beach has defined, “performance appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development. 

Performance appraisal is a systematic and objective way of judging the relative worth or ability of an employee in performing his job. It emphasizes on two aspects; systematic and objective. All performances are to be evaluated in the same manner, utilizing the same approaches. This would facilitate appraisal of different persons comparable. This makes it systematic, as such an appraisal is taken periodically according to plan; it is not left to chance. This makes the system objective. Both those who rate and who are rated should know the system of performance appraisal and trained. Human bias and prejudices are set aside, and so objective is in this respect also.

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