MERITS OF PERFORMANCE APPRAISAL

 

MERITS OF PERFORMANCE APPRAISAL


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,


MERITS OF PERFORMANCE APPRAISAL


 Merits of the Performance Appraisal system are as under:


1. It helps in the evaluation of the capability of different managerial personnel.


2. It helps in evaluating the relevancy of training programmes being organized for managerial development. It also helps in estimating the need for improvement in the training programmes.


3. It helps in the promotion of managerial executives.


4. It keeps the managerial executives aware of their duties in the enterprise.


5. It provides an opportunity for managerial executives to develop themselves so that they may be promoted to higher levels. Thus, it offers a challenge to the managerial executives for development.


6. It helps the feeling of loyalty among the managerial executives towards the enterprise, which increases their morale.


7. based on the results of the managerial appraisal, modern techniques of management may easily and effectively be implemented in the enterprise.



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