Brief notes on performance appraisal introduction, meaning, definition, what is to be appraised, who will appraise, when to be appraise.

1. INTRODUCTION
MEANING
DEFINITION
OBJECTIVES
PRESENTER
Dr.M.RAMASATYANARAYANA

2.  Organizational goals can be achieved only
when people put in their best efforts.
 How to ascertain whether an employee has
shown his or her best performance on a given
job?
 The answer is Performance appraisal.
 Employee assessment is one of the
fundamental jobs of HRM.

3.  Performance appraisal is an objective
assessment of an individual’s performance
against well defined bench marks.
 Performance appraisal is the process of
deciding how employees do their jobs.

4.  According to Flippo "performance appraisal is the
systematic, periodic and an impartial rating of an
employee's excellence in matters pertaining to his
present job and his potential for a better job".
 According to Beach performance appraisal as "the
systematic evaluation of the individual with regard
to his or her performance on the job and his
potential for development".
 Thus, performance appraisal is the evaluation of
present performance and future capabilities of an
employee or a group of employees. It is regarded
as the process of estimating or judging the value,
excellence, qualities or status of some object, or
person.

5.  Data relating to performance appraisal of
employees are recorded, stored and used for
several purposes. The main are:
1. Promotions
2. Increments
3. Training and development needs
4. Confirm the services of probationary
employees

6. 5. Awards and rewards
6. Warning letters, transfers and demotions
7. Improvement of communication
8. Feedback
 Finally, performance appraisal can be used to
determine whether HR programmes such as
selection, training and transfers have been
effective or not.

7.  The performance is measured
against such factors as :
 job knowledge, quality and
quantity of output, initiative,
leadership abilities, supervision,
dependability, co-operation,
judgment, versatility and health.

8.  The appraiser may be any person who has
thorough knowledge about the job content,
contents to be appraised, standards of
contents and who observes the employee
while performing a job. The appraiser
should be capable of determining what is
more important and what is relatively less
important. He should prepare reports and
make judgements without bias. Typical
appraisers are: supervisors, peers,
subordinates, employees themselves and
users of services and consultants.

9.  Informal appraisals are conducted whenever
the supervisor feel it is necessary. However,
systematic appraisals are conducted on a
regular basis, say, for example, every six
months or annually.