Performance Appraisal is essential to understand and improve the employee's performance through HRD. In fact, Performance Appraisal is the basis for HRD. It was viewed that Performance Appraisal was useful to decide upon employee promotion/transfer, salary determination and the like. But the recent developments in Human Resource Management indicate that Performance Appraisal is the basis for employee development. Performance Appraisal indicates the level of desired performance level, level of actual performance and the gap between these two. This gap should bridge through Human Resource Development techniques like training, executive development etc.
According to Edwin B. Flippo define performance appraisal is a systematic, periodic and so far as humanly possible, an impartial rating of an employee's excellence in matters pertaining to his present job and to his potentialities for a better job.
[...] Managers may unload a series of complaints about incidents during an annual performance revise session. The feedback may be too much at one time and appear as a punishment. Behaviorally anchored rating scales Advantages A more accurate gauge, since BARS is done by persons expert in the technique the result s are sufficiently accurate. Clear standards. The critical incidents along the scale help to clarify what is meant by “extremely good” performance, “average” performance and so forth. Feed back. The use of critical incidents may be more useful in providing feedback to the people being appraised. [...]
[...] It is difficult to make comparative rating of individuals because each individual goals are different from those of other in terms of complexity, etc., 360- Degree appraisal Advantages: A tool to employers to compare his/her perceptions about self with perceptions of others Disadvantages Receiving feedback on performance from multiple sources can be intimidating. Take long time on selecting the rater, designing questionnaires, and analyzing the data. Multiple raters are less adept at providing a balanced and objective feedback than be supervisor who are sought to be replaced. [...]
APA Style reference
For your bibliographyOnline reading
with our online readerContent validated
by our reading committee
