abhishreshthaa
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Organization uses performance appraisals for Evaluation and Developmental purposes to improve the human resources of an organization by human resources of an organization.
The purpose of performance appraisal is many folds. However, there are two broad purpose of performance appraisal as depicted below:
1. EVALUATION:
To let employees know where they stand relative to performance objectives and standards. An effective entails the following:
• Establishes performance standards that are measurable performance standards.
• Sets mutually acceptable and measurable performance standards.
• Provides continues feedback to employees about their performance.
• Accurately measures performance.
• Compares performance with performance standards.
• Develops employees where necessary or take corrective action where appropriate.
2. DEVELOPMENT:
Assist in training and continued personal development of people. Developed employees are more motivated commuted and competent to achieve their work roles and goals. They can contribute effectively in improving the organization effectiveness.
Performance appraisal is a formal, structure system that compares employee performance to established standards. Purpose of performance appraisal can be broadly of two types viz; administrative purposes and developmental purpose.
Administrative Purposes: Administrative purpose includes:
Document human resource decision with regard to performance and its
related issues. Determine promotion of employees.
Determine transfer and change in job assignments.
Identify poor performance areas of employees.
Decide on layoffs.
Meet legal requirements.
Evaluate the performance of training programmes.
Decide on salary and reward issues.
Decide retention or termination.
The purpose of performance appraisal is many folds. However, there are two broad purpose of performance appraisal as depicted below:
1. EVALUATION:
To let employees know where they stand relative to performance objectives and standards. An effective entails the following:
• Establishes performance standards that are measurable performance standards.
• Sets mutually acceptable and measurable performance standards.
• Provides continues feedback to employees about their performance.
• Accurately measures performance.
• Compares performance with performance standards.
• Develops employees where necessary or take corrective action where appropriate.
2. DEVELOPMENT:
Assist in training and continued personal development of people. Developed employees are more motivated commuted and competent to achieve their work roles and goals. They can contribute effectively in improving the organization effectiveness.
Performance appraisal is a formal, structure system that compares employee performance to established standards. Purpose of performance appraisal can be broadly of two types viz; administrative purposes and developmental purpose.
Administrative Purposes: Administrative purpose includes:
Document human resource decision with regard to performance and its
related issues. Determine promotion of employees.
Determine transfer and change in job assignments.
Identify poor performance areas of employees.
Decide on layoffs.
Meet legal requirements.
Evaluate the performance of training programmes.
Decide on salary and reward issues.
Decide retention or termination.
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