MEANING AND DEFINITION OF PERFORMANCE APPRAISAL
Performance appraisal or Performance evaluation is a method of evaluating the behaviour of employees in a workplace, generally including both the quantitative and qualitative aspects of job performance. The performance here refers accomplishment of the tasks that make up to the degree of measurement in terms of results, thus, up an individual's job. Performance is Performance appraisal is the process of assessing the performance or progress of an employee, job, as well as his or a group of employees on the given potential for future development.
Thus, performance appraisal comprises all formal procedures personality and is used in organisations to evaluate the contributions and potential of individual employees. In other words, performance appraisal includes the comparison holding similar areas of performance scales of different individuals of work responsibilities and relates to the determination of the worth of the rankings for the achievement of organisational objectives.
Performance Appraisal has been defined as follows:
"Performance appraisal is the systematic, periodic and impartial rating of an employee's excellence in matters pertaining to his present job and his potential for a better job.”
Edwin Flippo
“The overall objective of performance appraisal is to improve the efficiency of an enterprise by attempting to mobilise the best possible efforts from individuals employed in it. Such appraisal achieves four objectives including salary reviews, the development and training of individuals, planning, job rotation and assistance promotions.”
Cummings,
“Performance appraisal and review is the formal, systematic assessment of how well employees are performing their jobs in relation to established standards and the communication of that assessment to employees".
Wendell French,
DEMERITS OF PERFORMANCE APPRAISAL
Demerits of Performance Appraisal are as under:
1. It is a time-consuming process. It takes a lot of time and money in preparing the report of managerial appraisal of different managerial executives. Because of this reason, the preparation of such reports is always ignored in the enterprise.
2. If the managerial executives are promoted on the basis of managerial appraisal, the rule of promotion by seniority is violated which causes a feeling of dissatisfaction among senior managerial executives.
3. The managerial executives, whose report is encouraging, demand their immediate promotion which is very difficult to be fulfilled because it is not necessary that the required number of vacancies at higher levels are available at all times.
4. The process of managerial appraisal is generally performed by the managerial executives at the top level. They hesitate in evaluating the ability and efficiency of the managerial executives of the middle or lower level.
5. If the process of managerial appraisal is performed by more than one person, it may be possible that their results are different, which may have an adverse effect on the promotion policy of the enterprise.
6. Managerial executives, who are being appraised, may blame the appraisal officers to be partial.
7. Managerial appraisal of executives of different levels is a great problem in itself.
RELATED TOPIC
Characteristics of Human Resource Management
Objective of Human Resource Management
Scope of Human Resource Management
