Critical Analysis Of Performance Appraisal

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PERFORMANCE APPRAISAL (AN ANALYSIS THAT WHY IT DOES NOT WORK) Introduction A performance appraisal is an evaluation done on an employee’s job performance over a specific period of time. It is the equivalent of a report card on an employee and how their manager assessed their performance over the prior year. It is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. The performance appraisal is the mediator between what you want done and motivating the employee to do it. The extent to which you can tie performance to compensation makes the appraisal much more powerful. It gives you the basis to say “your job performance just does not merit an increase.” Performance…show more content…
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. Compensation packages which includes bonus, high salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority. 3. Employees Development: The systematic procedure of performance appraisal helps the supervisors to frame training policies and programmes. It helps to analyse strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programmes. 4. Selection Validation: Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure. The supervisors come to know the validity and thereby the strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this…show more content…
Keep the system as simple as possible. 4. The staff member and the administrator are accountable to one another. 5. They are both also accountable to their internal and external customers. 6. Expectations must have checkpoints throughout the process and must be written on the basis of observable and measurable behaviors. 7. Valid and reliable assessments are a major segment of the process. 8. Staff members are assets to be developed. Continuous learning and growth is a must for every staff member in the organization. 9. All school employees have a vital role in the success of the organization. 10. Development and training must be continually supported to be successful. Is it really advantageous? It destroys morale, kills teamwork and hurts the bottom line. And that's just for starters. SAMUEL A. CULBE Many experts say nothing constructive about an annual pay and performance review. According to them it is one sided accountable and boss administered assessment. So it is not effective to corporate performance, effect on relationships and major cause of low morale at work. It damage daily communication and teamwork. The supposed primary purpose of performance reviews is to make clear to subordinates about what they should be doing better or differently. . But it has been seen that the primary purpose is quite differently. I see it as terrorization aimed

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