Individual performance appraisal

1. Individual performance appraisal
Organisational Development denotes an overall and comprehensive development of an
organization supported by the entire team of employees working for that organization. An
useful technique in the management process that serves as a measure of performance and
productivity is "performance evaluation" or performance appraisal. Performance refers to
the degree of accomplishment of the task that make up an individual's job.
Performance appraisal serves the following purpose:
• To assess the present levels of employee performance.
• To understand the future needs in training and development, based on the
strengths and weaknesses of the employees.
• To provide feedback on their performance.
• Serves as a basis for reward allocation, such as, increase in pay scale, promotions
and many other decisions like, confirmations, transfer, demotion etc. ,
• Establishes performance standards and offers scope for improvement.
• Acts as a motivational tool for workers to perform better.
• Checks and facilitates employees who exhibit poor performance.
• Also assesses behavioral pattern of the employees.
People who work for big corporate companies identify themselves with the objectives of
the company and expect feedback, either in the form of a compliment or criticism.
Compliments act as morale boosters to perform better and criticism though initially might
puncture the ego, induces the potential to perform, to prove oneself. Managers should
never be reluctant on their part to appraise subordinates. In an activity as important as
managing, there must be no pitfalls to measure performance as accurately as possible.
The next important aspect in the appraisal process would be deciding the content to be
appraised. Individual task outcomes where performance is evaluated on the outcomes
delivered by the individuals, evaluation of personal characteristics and traits or behavior
are done to rate the employees as to where they stand in terms of performance.
The widely used managerial technique in the appraisal process is evaluating performance
against verifiable objectives, which truly makes sense, because the employees would be
blind folded if they don't have the right direction to proceed. Evaluation can be done in a
comprehensive, periodic or continuous fashion. It all depends on the nature of work done,
company practice and other situational factors. Say, for instance, performance review can
be done after the completion of a major project, that makes sense, doesn't it?
Formal reviews can be supplemented and supported with frequent and short informal
reviews, for the superior- subordinate relationship to prosper and to keep communication
channels open. All said and done, performance review based on verifiable objectives,

2. although gives better vision and clarity, doesn't allow he manager or subordinate to grow
individually. It does not help in personality development, the emphasis ever being
focused on accomplishing the operating objectives.
The latest approach of performance evaluation is the 360 degree appraisal, that well suits
the managerial cadre. It provides for performance feedback from the full circle of daily
contact, that a manager might have, ranging from customers, peers, subordinates, boss
etc. , This also fits into organisations that have introduced teams, employee participation
and total quality management programmes.
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.