Performance appraisal can be undertaken either on informal basis or on formal and systematic basis.
Performance Appraisal Process
Performance appraisal can be
undertaken either on informal basis or on formal and systematic basis. In
comparatively smaller organizations appraisal either based on traits or
performance or a combination of both, is done informally through the
observation of concerned employees. In larger organization, appraisals are more
systematic as evaluation reveals lot of useful information.
Following
is the systematic performance appraisal
Defining Objectives
The first step in the systematic
appraisal system is to define the objectives of the appraisal itself. Appraisal
is used for different purposes from motivating the appraisee in controlling
their behaviour. In each case, the emphasis on different aspects of
appraisal differs. For example, reward providing appraisal, such as salary
revision or promotion differs from appraisal for training and development.
Defining Appraisal Norms
Appraisal is done in the context
of certain norms or standards. These may be in the form of various traits of
the appraisee or their expected work performance results. Since one of the
basic long-term objectives is to improve performance, appraisal is more
performance oriented. Hence performance norms are to be specified in the
beginnings of the period for which appraisal is concerned.
Designing Appraisal Programme
In the design for appraisal
programme, types of personnel to act as appraisers, appraisal methodology and
types of appraisal are all to be decided. Ideally speaking all personnel of the
organization should be covered by the appraisal system. But generally various
organizations keep lower level employees out of the purview of formal
appraisal. Generally, the superior concerned appraises his subordinates.
However, the present trend in appraisal suggests the concept of 360 degree
appraisal, which involves appraisal by the appraisee himself known as self
appraisal as well as appraisal by the other stake holders who are operationally
related to the performance of the appraisee. The next issue is the methodology
to be used in appraisal system. Should it be through structured forms and
questionnaire or personal interview of the appraisee or a combination of both
is to be decided. Along with this the time period and tuning of the appraisal
should be decided.
Implementation
In implementing appraisal
programme, the appraisal is conducted by the appraisers and they may also
conduct interview if it is provided in the appraisal system. The results of the
appraisal are communicated to HR department for follow up actions which should
be oriented towards the objectives of the appraisal.
Appraisal Feedback
Appraisal feedback is the most
crucial stage in appraisal process. If they are rated high or performance
highly applauded, naturally they are happy and feel their self – esteem is
high. On the other if they are rated low they resent, cry and may even be
ill-tempered. But the fact is fact. Even in such cases, their plus points
should be listed out. Their weaknesses may be put clearly through counselors
and advised.
Post – Appraisal Action
Rewards, promotions, training and
patting on the back follow in the post – appraisal action
Tags : Human Resources Management - Performance And Potential Appraisal
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