REQUIREMENTS OF A SOUND PERFORMANCE APPRAISAL PROGRAMME
A sound System of Performance Appraisal must fulfil the following essentials:
1. The appraisal plan should be simple to operate and easy to understand. When the appraisal system is complicated, employees may not understand it fully and may look at the plan with suspicion. The plan should not be very time-consuming.
2. The performance appraisal system should be performance based, uniform and non-variable, fair, just and equitable. It should be ensured that the appraisers are honest, rational and objective in their approach, judgement and behavioural orientation.
3. The employees should be made aware of the performance in terms of goals targets, behaviour etc., expected of them. A personal equation between the appraiser and the employee has to be developed to achieve mutual understanding of the criteria of evaluation.
4. The appraisal plan should be devised in consultation with their subordinates. This will increase their commitment to the plan and their understanding or expected performance.
5. The appraisal plan should take into account the appraisal practices prevailing in other units in the industry as well as the latest thinking on performance appraisal. It should fit in the structure and operations, i.e., the organisation.
6. The top management must create climate of reliable appraisal through the organisation. Goal-orientation, open communications, mutual trust inform relationship, etc., are the basic elements of such a climate..
7. The appraisal plan should be designed to achieve specific objectives. The objectives of appraisal programme may be to evaluate current performance on the Job and to determine the potential for higher jobs. In some cases, performance appraisal is linked with specific objectives like pay rise, training, promotion, transfers, etc. The number of factors to be considered and the data to be collected should be tailor made to achieve the objective of the appraisal.
8. The appraisers should be selected and trained properly so that they have no personal bias and possess the necessary capabilities for objective evaluation of employees. In order to ensure objectivity in appraisal, an individual may be rated l more persons independently.
9. There should be precision of appeals against appraisals to ensure confidence of the employees and their associations or unions. The results of appraisal must be discussed with the ratees. So, that they may get an opportunity to express their feelings on their progress reports.
RELATED TOPIC
Characteristics of Human Resource Management
Objective of Human Resource Management
Scope of Human Resource Management
