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USES OF
PERFORMANCE
APPRAISAL
SHIVANI SATI
MBA 2nd sem
• Human Resource Planning: It is important to record
data/information of employees in a firm so that it is easy to
identify the potentials of who deserves to be promoted or
have any area to improve. Performance appraisal also
helps in revealing if there is insufficient number of
workers. An appraisal system should be designed and
planned after considering the strengths and weaknesses
of the HRM of the organisation.
• Recruitment and selection: Through the process of
performance analysis, organisations can determine the
performance potential on an applicant.
• Training and development: Training and
development is crucial for any employee as it acts
as way to communicating what is expected and
how. Performance appraisal helps in drawing
attention to these specific needs of training.
• Career Planning and development: Career
planning can be described as a never-ending cycle
in which an individual sets profession goals and
means to achieve them throughout his or her
lifetime. However, career development is a more
formal approach used by organisations. It involves
recruiting suitable qualified and experienced people
when required.
• Compensation Programs: Performance appraisal
evaluations help in making decisions dealing with
wage or salary regulations. It is believed that
organisations should reward employees with
increase in pay when excellent performance is
achieved.This not only increases performance but
also keeps employees motivated to achieve better
in future.
• Internal employee relations: Performance
appraisal evaluation can provide crucial information
used in making decision about the internal
employee relations i.e promotion, demotion,
transfers and dismisses etc.
Thank you.

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HRM.pptx

  • 2. • Human Resource Planning: It is important to record data/information of employees in a firm so that it is easy to identify the potentials of who deserves to be promoted or have any area to improve. Performance appraisal also helps in revealing if there is insufficient number of workers. An appraisal system should be designed and planned after considering the strengths and weaknesses of the HRM of the organisation. • Recruitment and selection: Through the process of performance analysis, organisations can determine the performance potential on an applicant.
  • 3. • Training and development: Training and development is crucial for any employee as it acts as way to communicating what is expected and how. Performance appraisal helps in drawing attention to these specific needs of training. • Career Planning and development: Career planning can be described as a never-ending cycle in which an individual sets profession goals and means to achieve them throughout his or her lifetime. However, career development is a more formal approach used by organisations. It involves recruiting suitable qualified and experienced people when required.
  • 4. • Compensation Programs: Performance appraisal evaluations help in making decisions dealing with wage or salary regulations. It is believed that organisations should reward employees with increase in pay when excellent performance is achieved.This not only increases performance but also keeps employees motivated to achieve better in future. • Internal employee relations: Performance appraisal evaluation can provide crucial information used in making decision about the internal employee relations i.e promotion, demotion, transfers and dismisses etc.