The document discusses the limitations of performance appraisals. It notes that performance appraisals may not provide accurate results if the assessment factors are not relevant. Supervisors may also lack the critical ability to properly assess staff. Additionally, subjective factors like initiative and personality are difficult to rate scientifically. The review is also done retrospectively based on events from 6 months prior, affecting recollection. This can lead to opposing opinions between staff and managers, causing demotivation.

1. LIMITATIONS OF PERFORMANCE APPRAISAL By, Suraj.T.S Deepa Mohan

2. What is Performance Appraisal? Performance Appraisal is the formal conclusion to a performance management process at the end of a prescribed term. Prescribed terms may be any length but are usually a 12 month period.

3. The Performance Appraisal process involves an interview between a staff member and their manager where the objectives and deliverables for the staff member are reviewed, and an overall assessment of the staff member's performance is agreed. It must be understood that a Performance Appraisal is only a component part of a Performance Management System. Many people confuse the two and interchange the terminology.

4. LIMITATIONS OF PERFORMANCE APPRAISAL The results of merit rating will not be accurate unless the factors in the assessment are relevant. Sometimes , supervisors do not possess the critical ability in assessing the staff. The methods of performance appraisal are unreliable.

5. The actual rating of subjective factors like initiative and personality of the employees may not be on scientific lines Sometimes , proper weights may not be given to the different qualities to be rated. The review is done in retrospect and is an average of six months old so recollection of events is poor.

6. The opinions of staff and manager are often in opposition , causing demotivation. The process is usually manager driven and the staff member is expected to be complaint in the interview. There is no room for remedial action during the year.

7. The process is usually done in a rushed manner to meet a budget development process and therefore loses its relevance to performance. The process usually involves the manager giving their opinion and the staff member having to defend the position , rather than a positive discussion.