performance management and appraisal

Perfor¬mance appraisal is one of the most complex and controversial human resource techniques. In many organiza¬tions performance appraisal systems are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions Performance appraisal system is important to any organizational work performance; it determines the organization’s success or failure. Employees are the most valuable and dynamic assets of an organization. For achieving the strategic objective of sustained and speedy growth, managing human resource has been featured as a vital requirement in alln organizations. It is a challenge to monitor the entire cycle of defining the

Personnel …, 1978

PERFORMANCE APPRAISAL and MANAGEMENT, 2022

Without a doubt in today's modern world, the competition between firms is getting tougher with each passing day; and thus, the means and methods employed in performance evaluation and management are becoming critically important. That is because the importance and impact of employees within the firm's mechanism as a result of current business dynamics have also exponentially increased. It is frequently observed that firms that are able to provide positive and fair conditions, improvement opportunities, compensations for their employees are much more likely to achieve better success. However, knowing that in today's economy resources are scarce, and implementing this well-known reality, to above mentioned concepts; it is obviously important to decide on the methods to efficiently increase the performance of employees and to determine the employees to invest in for the future. That's where and why creating and maintaining an effective performance management system have become key.

There has been a general consensus in the belief that PAs lead to positive implications of organizations. Furthermore, PAs can benefit an organization's effectiveness. One way is PAs can often lead to giving individual workers feedback about their job performance. In this dynamic and ever exponentially changing global market, nothing can be measured with accuracy because business world made market attributes volatile. In the complex business world, human beings are the most valuable assets. Human resources attitude is also volatile as subjected to many experiences and situations. In such scenario, one needs to measure how Human Resources perform for the purpose of reward, assessment and knowledge. The tools & techniques innovated for measuring human productivity and performance with respect to the required capability, intellect and experience is under an umbrella named Performance Appraisal System. No single Performance Appraisal system can assure the reliability of its results. PAS can only be performed as impartial as possible by choosing the best fit method out of trending ones. Performance appraisal process is a continuous process to monitor the actual performance of the employee i,e the work done by the employees throughout the year. In this stage careful selection of the appropriate techniques of measurement such as personal observation, statistical reports, and written reports for measuring the performance is needed. This paper attempts to explain PAS followed in HSL. INTRODUCTION A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. A performance appraisal is a systematic and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc. Performance management systems are employed "to manage and align" all of an organization's resources in order to achieve highest possible performance. "How performance is managed in an organization determines to a large extent the success or failure of the organization. Therefore, improving PA for everyone should be among the highest priorities of contemporary organizations". Some applications of PA are compensation, performance improvement, promotions, termination, test validation, and more. While there are many potential benefits of PA, there are also some potential drawbacks. For example, PA can help

Journal of Business & Economics …, 2011

Most new managers tend to be fearful of assessing the performance of their employees. However, when planned in advance, performance assessment sessions need not be unpleasant or uncomfortable for the manager or the employee. There are several phases in the performance appraisal process, including planning, execution, assessment, and performance review. Based on the review of literature and personal experiences of the authors, this paper starts with a discussion of performance management programs and focuses on the performance execution aspect of a comprehensive performance appraisal system. The authors discuss what managers can and must do to successfully implement an effective appraisal system. Finally, the authors provide practical recommendations for what managers and supervisors should avoid in their employee assessment and evaluation processes.

EFFECTIVE PERFORMANCE APPRAISAL and MANAGEMENT, 2022

Without a doubt in today's modern world, the competition between firms is getting tougher with each passing day; and thus, the means and methods employed in performance evaluation and management are becoming critically important. That is because the importance and impact of employees within the firm's mechanism as a result of current business dynamics have also exponentially increased. It is frequently observed that firms that are able to provide positive and fair conditions, improvement opportunities, compensations for their employees are much more likely to achieve better success. However, knowing that in today's economy resources are scarce, and implementing this well-known reality, to above mentioned concepts; it is obviously important to decide on the methods to efficiently increase the performance of employees and to determine the employees to invest in for the future. That's where and why creating and maintaining an effective performance management system have become key.

Proceedings of Oxford Business and Economics …, 2008

organization is so critical in today's competitive workplace. Performance assessment and developing people are important elements of a holistic paradigm for the growth and development of organizations through effective performance management systems. Professor Herman Aguinis defined performance management as the "continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization" . This definition emphasizes that an effective performance management program requires continuous feedback and improvement processes for the development of people. Aguinis states that "A system that involves employee evaluations once a

Performance appraisal has widened as a concept and as a set of practices and in the form of performance management has become part of a more strategic approach to integrating HR activities and business policies. As a result of this, the research on the subject has moved beyond the limited con nes of measurement issues and accuracy of performance ratings and has begun to focus more of social and motivational aspects of appraisal. This article identi es and discusses a number of themes and trends that together make up the developing research agenda for this eld. It breaks these down in terms of the nature of appraisal and the context in which it operates. The former is considered in terms of contemporary thinking on the content of appraisal (contextual performance, goal orientation and self awareness) and the process of appraisal (appraiser-appraisee interaction, and multi-source feedback). The discussion of the context of appraisal concentrates on cultural diVerences and the impact of new technology. In reviewing these emerging areas of research, the article seeks to explore some of the implications for appraisal practice at both organizational and individual levels.

In many organizations, reward decisions depend on subjective performance evaluations. However, evaluating an employee's performance is often difficult. In this paper, we develop a model in which the employee is uncertain about his own performance and about the manager's ability to assess him. The manager gives an employee a performance appraisal with a view of affecting the employee's self perception, and the employee's perception of the manager's ability to assess performance. We examine how performance appraisals affect the employee's future performance. The predictions of our model are consistent with various empirical findings. These comprise (i) the observation that managers tend to give positive appraisals, (ii) the finding that on average positive appraisals motivate more than negative appraisals, and (iii) the observation that the effects of appraisals depend on the employee's perception of the manager's ability to assess performance accurately.

International Journal of Advanced engineering, Management and Science, 2015

All organizations use performance appraisal for several purposes in a systematic way using multifarious techniques and tools to measure the effectiveness and efficiency of their employees in relation to certain pre-established criteria and organizational goal as objectively as possible to ultimately know whether the organization is moving towards its predetermined goals. .. Performance Appraisal ensures the best utilization of employee talent because it helps the organization to reward the employees having better abilities and rectify the wrong placement which in turns improves the human resource quality responsible for overall growth of the organization. The inability of organization to adopt a sound system of performance appraisal will be a hindrance to put an optimum use of the human resource in this era of globalization to attain the competitive advantage over others. The matter of fact is that Management assesses the performance of employees to maintain organizational control a...