PREPARED BY, AKHILASREE.

S S3BBA ROLL NO: 3

INTRODUCTION
Performance appraisal is some form has existed in old days also . Wei Dynasty (221-265AD) in China introduced performance appraisal . In its present form the New York city civil service adopted performance appraisal in 1883 . Since then specifically after first world war , performance appraisal has been adopted by most of the large organizations .

MEANING
Appraisal is the evaluation of worth , quality or merit . In organizational context , performance appraisal is a systematic evaluation of personnel by superiors or others familiar with their performance .

DEFINITION
Performance appraisal is a formal , structured system of measuring & evaluating an employees job related behaviors and outcomes to discover how & why the employees 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 .

OBJECTIVES OF PERFORMANCE APPRAISAL

To effect promotions based on competence and

performance . To confirm the service of probationary employees . To let the employees know where they stand and give guidance for the purpose of their development . To improve communication . To determine whether the HR programs of the organization have been effective or not .

THE PERFORMANCE APPRAISAL PROCESS

It involves 6 steps. Objective of performance appraisal
Establish job expectations Design of an appraisal program Performance interview Use of appraisal data for appropriate purposes

1. Objectives of performance appraisal

Objectives of performance appraisal include effecting promotions and transfers , assessing training needs , awarding pay increases etc . And appraisal system seeks to evaluate opportunity factors .

2. Establish job expectations

This includes informing the employee what is

expected of him or her on the job . Individuals should not be expected to begin the job until they understand what is expected of them .

3. Design the appraisal program

It includes several questions which need answers. They

are,
Formal versus informal appraisal Whose performance should be assessed?

Who are the raters ?

What problems are encountered ? How to solve the problems ? What should be evaluated ? When to evaluate ? What methods of appraisal are to be used ?

4. Performance interview
Performance interview has 3 goals . To change behavior of employees whose performance does not meet organizational requirements or their on personal goals . To maintain the behavior of employees who perform in an acceptable manner . To recognize superior performance behaviors so that they will be continued.

5. Use of appraisal data

Performance appraisal data & information will be

useful in the following areas of HRM .

Remuneration administration Validation of selection programs Employee training & development programs Promotions , transfers & lay off decisions Grievance & discipline programs

HR planning

CONCLUSIONS
Performance evaluation can help an organization to

achieve its goals by developing productive employees . Each performance appraisal systems having its on advantages and disadvantages . So there are some suggestions .
Evaluate employees on behaviorally desired measures Use multiple raters Use peer assessments & self assessments Reward accurate appraisers Communicate the results to the employees