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INTRODUCTION TO PERFORMANCE APPRAISAL

INTRODUCTION TO PERFORMANCE APPRAISAL

Discuss INTRODUCTION TO PERFORMANCE APPRAISAL within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; ‘PERFORMANCE APPRAISAL IS A FORMAL, STRUCTURED SYSTEM OF MEASURING AND EVALUATING AN EMPLOYEES JOB, RELATED BEHAVIORS AND OUTCOMES TO DISCOVER ...

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INTRODUCTION TO PERFORMANCE APPRAISAL
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Abhijeet S
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INTRODUCTION TO PERFORMANCE APPRAISAL - October 19th, 2010

‘PERFORMANCE APPRAISAL IS A FORMAL, STRUCTURED SYSTEM OF MEASURING AND EVALUATING AN EMPLOYEES JOB, RELATED BEHAVIORS AND OUTCOMES TO DISCOVER HOW AND WHY THE EMPLOYEE IS PRESENTLY PERFORMING ON THE JOB AND HOW THE EMPLOYEE CAN PERFORM MORE EFFECTIVELY IN THE FUTURE SO THAT THE EMPLOYEE, ORGANIZATION, AND SOCIETY ALL BENEFIT’.



Performance appraisal is a process of summarizing, assessing and developing the work performance of an employee. In order to be effective and constructive, the performance manager should make every effort to obtain as much objective information about the employee's performance as possible.



Performance Appraisal is a review and discussion of an employee's performance of assigned duties and responsibilities based on results obtained by the employee in their job, not on the employee's personality characteristics. Personality should be considered only when it relates to performance of assigned duties and responsibilities.


It is a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.


In many organizations - but not all - appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions.



By the same token, appraisal results are used to identify poorer performers, who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay.
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Re: INTRODUCTION TO PERFORMANCE APPRAISAL
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Reena Dapat
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Re: INTRODUCTION TO PERFORMANCE APPRAISAL - August 11th, 2014

thanks a lot for giving us this information
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Re: INTRODUCTION TO PERFORMANCE APPRAISAL
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Anjali Khurana
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Re: INTRODUCTION TO PERFORMANCE APPRAISAL - May 16th, 2015

A lot can be said about performance appraisal theoretically but if you look at it from the practical perspective , a performance appraisal is just what it means : An update on your performance vis-a-vis company expectations. This update will decide if you continue with the company, get a promotion or get fired.
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Re: INTRODUCTION TO PERFORMANCE APPRAISAL - May 27th, 2015

Performance Appraisal has been the new weapon of CEO, to get their work done effectively with more perfection. Performance appraisal is beneficial in accomplishing target and uprising towards growth. There are lots of advantages some of them mention below:

Advantages of Performance appraisal:

1)Personalisation
2)Sense of belonging
3)Effective communication
4)Trust
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