Performance Appraisal(HRM).pdf
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Performance appraisal is a process for evaluating how well an employee is carrying out their job. It is important for recognizing employee skills and abilities, providing feedback to improve performance, and boosting employee morale. The process involves planning goals, monitoring progress, reviewing work done, and rewarding good performance. Traditional methods include rating scales, observations, and essays, while modern methods use 360 degree feedback, behaviorally anchored rating scales, and assessment centers. Latest trends focus on continuous feedback and evaluating employees' critical contributions, especially with more remote working.
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Performance appraisal
This document discusses performance appraisals and provides information on various aspects of the performance appraisal process. It begins by defining performance appraisal and outlining some key factors that influence employee performance such as motivation and ability. It then describes different methods that can be used for performance appraisals, including traditional methods like graphic rating scales and forced choice descriptions, as well as modern methods like behavioral anchored rating scales. The document also discusses the purpose, objectives, elements, guidelines, and obstacles of effective performance appraisals.
Performance Evaluation 分享.pptx
This document discusses performance appraisal, including:
1. It provides an overview of the meaning, purposes, criteria, problems, and feedback process of performance appraisal.
2. The purposes of performance appraisal include strategic, management, incentive, diagnostic, and development purposes such as improving employee performance and potential.
3. Various criteria and appraisal methods are discussed, including traditional methods like rankings and modern methods like 360-degree feedback.
4. Common problems with performance appraisal like leniency/severity, halo effects, and rater bias are outlined.
Management Performance Appraisal
Performance appraisal is the systematic evaluation of employee performance and abilities in order to understand their strengths and weaknesses for growth, development, and compensation decisions. It involves supervisors measuring employee performance against targets and plans, analyzing performance factors, and providing guidance for improvement. The objectives of performance appraisals include promotions, confirmations, training, compensation reviews, competency building, improving communication, and evaluating HR programs. Common appraisal methods include rating scales, checklists, forced choice, critical incidents, behavioral anchors, field reviews, tests and observations, records, essays, and cost accounting. Future-oriented methods include management by objectives, psychological assessments, assessment centers, and 360-degree feedback. Advantages are promotion decisions, determining compensation,
Performance Appraisal
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Performance appraisal
This document discusses performance appraisals, which are used to evaluate employees' performance and potential. It outlines the steps in conducting performance appraisals, including establishing standards, designing an appraisal program, appraising performance, conducting performance interviews, and using appraisal data appropriately. The objectives and benefits of performance appraisals are also summarized, such as helping employees improve, determining training needs, and identifying high and low performers. Finally, common methods for conducting appraisals are described at both the individual and group level.
Performance appraisal ppt
This document discusses performance appraisal, which is a formal, systematic process for evaluating employee job performance and productivity. It defines performance appraisal, outlines its characteristics and purposes for both employees and organizations. The document also covers the principles, criteria, approaches, process, methods and guidelines for effective performance appraisal. The overall aim is to measure how well employees are performing their jobs and help them improve.
Performance Appraisal
A performance appraisal used in the organization is a regular review of employee’s job performance to verify their contribution to the company. It is also known as annual review or performance evaluation. It evaluates the skills, growth, achievement or failure of the employees.
For more information visit https://www.hrhelpboard.com/hr-policies/performance-appraisal-policy.htm
salary benchmarking concept
Benchmarking is a technique to identify best practices that lead to superior performance by comparing business processes and performance measures to competitors or other organizations. It helps organizations determine what processes they perform well, where they can improve processes to increase competitiveness, and how to adapt superior practices from other high-performing organizations. The typical benchmarking process involves planning what to benchmark, collecting internal performance data, selecting best-in-class organizations to compare against, collecting data on their processes, assessing performance gaps, and developing action plans to implement improvements.
Recommended
Performance appraisal
This document discusses performance appraisals and provides information on various aspects of the performance appraisal process. It begins by defining performance appraisal and outlining some key factors that influence employee performance such as motivation and ability. It then describes different methods that can be used for performance appraisals, including traditional methods like graphic rating scales and forced choice descriptions, as well as modern methods like behavioral anchored rating scales. The document also discusses the purpose, objectives, elements, guidelines, and obstacles of effective performance appraisals.
Performance Evaluation 分享.pptx
This document discusses performance appraisal, including:
1. It provides an overview of the meaning, purposes, criteria, problems, and feedback process of performance appraisal.
2. The purposes of performance appraisal include strategic, management, incentive, diagnostic, and development purposes such as improving employee performance and potential.
3. Various criteria and appraisal methods are discussed, including traditional methods like rankings and modern methods like 360-degree feedback.
4. Common problems with performance appraisal like leniency/severity, halo effects, and rater bias are outlined.
Management Performance Appraisal
Performance appraisal is the systematic evaluation of employee performance and abilities in order to understand their strengths and weaknesses for growth, development, and compensation decisions. It involves supervisors measuring employee performance against targets and plans, analyzing performance factors, and providing guidance for improvement. The objectives of performance appraisals include promotions, confirmations, training, compensation reviews, competency building, improving communication, and evaluating HR programs. Common appraisal methods include rating scales, checklists, forced choice, critical incidents, behavioral anchors, field reviews, tests and observations, records, essays, and cost accounting. Future-oriented methods include management by objectives, psychological assessments, assessment centers, and 360-degree feedback. Advantages are promotion decisions, determining compensation,
Performance Appraisal
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Performance appraisal
This document discusses performance appraisals, which are used to evaluate employees' performance and potential. It outlines the steps in conducting performance appraisals, including establishing standards, designing an appraisal program, appraising performance, conducting performance interviews, and using appraisal data appropriately. The objectives and benefits of performance appraisals are also summarized, such as helping employees improve, determining training needs, and identifying high and low performers. Finally, common methods for conducting appraisals are described at both the individual and group level.
Performance appraisal ppt
This document discusses performance appraisal, which is a formal, systematic process for evaluating employee job performance and productivity. It defines performance appraisal, outlines its characteristics and purposes for both employees and organizations. The document also covers the principles, criteria, approaches, process, methods and guidelines for effective performance appraisal. The overall aim is to measure how well employees are performing their jobs and help them improve.
Performance Appraisal
A performance appraisal used in the organization is a regular review of employee’s job performance to verify their contribution to the company. It is also known as annual review or performance evaluation. It evaluates the skills, growth, achievement or failure of the employees.
For more information visit https://www.hrhelpboard.com/hr-policies/performance-appraisal-policy.htm
salary benchmarking concept
Benchmarking is a technique to identify best practices that lead to superior performance by comparing business processes and performance measures to competitors or other organizations. It helps organizations determine what processes they perform well, where they can improve processes to increase competitiveness, and how to adapt superior practices from other high-performing organizations. The typical benchmarking process involves planning what to benchmark, collecting internal performance data, selecting best-in-class organizations to compare against, collecting data on their processes, assessing performance gaps, and developing action plans to implement improvements.
Methods of Performance appraisal - Principles of Human Resource Management
Employee working in an organization looks for growth. In this session, we have provided a brief about various methods of performance appraisal.
Presentation on Performance Management System
The document discusses performance management systems (PMS) used by various companies. It defines PMS as a strategic approach to improving employee performance and company effectiveness. The importance of PMS is highlighted as keeping employees engaged, retaining talent, and developing leaders. Objectives of PMS include developing clear roles and expectations, increasing engagement, boosting productivity, and creating performance-based rewards. Specific PMS methods used by companies like Godrej, HP, Deloitte, Microsoft, and Adobe are outlined.
Appraising for recognition & reward
This document discusses performance appraisal and evaluation methods. It provides an introduction to performance appraisal, outlines its importance for providing feedback, identifying training needs, and informing personnel decisions. It then contrasts performance appraisal with performance management and lists different appraisal methods including essay, checklist, rating scale, and objective-based approaches. The document also discusses traditional versus modern appraisal methods and how appraisals can be used to evaluate employees and improve organizational effectiveness.
pm-pa.ppt
This document provides an overview of performance management and appraisal. It discusses key concepts such as performance management being a continuous process that improves organizational effectiveness, while performance appraisal is a periodic formal review. Various performance appraisal methods are described, including traditional methods like graphic rating scales and forced distribution, as well as modern methods like behavioral anchored rating scales and management by objectives. The importance of goal setting, conducting appraisal interviews, and addressing problems like bias are also covered. The overall document serves as an introduction to performance management and appraisal processes and best practices.
Performance appraisal (HRM)BBA 3rd sem
The document discusses performance appraisals, which are systematic assessments of an employee's job performance and strengths/weaknesses. Performance appraisals have multiple purposes, including determining promotions, pay raises, training needs, and legal compliance. They involve establishing job expectations, designing an appraisal program, assessing performance through methods like rankings, checklists, and management by objectives, conducting performance reviews, and using the data for HR decisions. The goal is to provide feedback to employees and information to organizations about employee performance.
Appraising for recognition & reward
Performance appraisal is a method used to evaluate an employee's job performance and quality of work. It provides feedback to employees, identifies training needs, and informs personnel decisions. There are various methods of appraisal, including rating scales, checklists, and management by objectives. Performance appraisal can be either past-oriented or focused on development. When done effectively, it benefits both employees and organizations.
Employee performance seminar
The document discusses performance management practices in various organizations. It summarizes trends seen in companies like Adobe, Deloitte, and GE moving away from annual performance reviews towards more frequent feedback. A study comparing performance management systems across several European countries found differences in their conceptualization and measurement of performance. The document also outlines some challenges with performance management in Nepal and provides examples of systems used by local banks and companies. It identifies features of effective systems and discusses emerging trends like using real-time feedback and analytics.
Unlocking the Power of Performance Appraisal Evaluation.pdf
A mamoplastia de aumento é indicada quando a paciente tem as mamas muito pequenas e desejaaumentar o volume das mesmas.
Unlocking the Power of Performance Appraisal Evaluation: Methods, Objectives,...
Performance appraisal evaluation is a vital component of Human Resource Management (HRM) that aids organizations in assessing and enhancing employee performance.
Performance appraisal
The document discusses performance appraisal, including its definition, objectives, purpose, methods, and process. Performance appraisal rates employees' performance and evaluates their contribution to organizational goals. It is used to improve performance, plan human resources activities like promotions, identify training needs, and make salary and bonus decisions. The key methods discussed are graphic rating scales, essays, forced distribution, behavioral observation scales, and 360 degree/multi-rater feedback. The performance appraisal process involves setting standards, measuring performance, providing feedback, and making HR decisions.
Reemi,
This document provides an overview of a project report on performance appraisal in the banking sector. It includes an introduction, literature review, objectives, and research methodology. The report examines performance appraisal methods used in banks and analyzes employee awareness, satisfaction, and the relationship between appraisal systems and organizational success. It also studies how financial, customer satisfaction, and corporate social responsibility indicators relate to bank performance. The research uses surveys and questionnaires to collect data from bank managers and employees on their appraisal processes.
Performance Appraisals
Performance appraisals involve establishing standards, measuring employee performance against those standards, providing feedback, and taking corrective actions. There are traditional methods like essay, ranking, and checklists as well as modern methods like 360-degree feedback and management by objectives. An effective performance appraisal process includes setting goals, evaluating performance, discussing evaluations, and identifying areas for improvement.
performanceappraisal-160117065718(1).pptx
This document discusses various methods for performance appraisal. It defines performance appraisal as evaluating employees' current or past performance relative to standards. Traditional methods include graphic rating scales, checklists, forced choice, essay evaluations, and critical incidents. Modern methods include management by objectives, 360-degree feedback, assessment centers, behaviorally anchored rating scales, and human resource accounting. Each method is described in one or two sentences. Potential problems with performance appraisals like leniency error, recency error, and halo effect are also listed.
Human Resource Management - G.O.L TEAM by Mr. Sherif Osman
This document discusses performance management and individual performance appraisals. It covers setting performance standards and goals, evaluating performance through methods like 360-degree feedback and balanced scorecards, and addressing errors in performance appraisals. Performance management aims to maintain or improve employee performance through continuous feedback, coaching, and assessing performance against goals. Individual performance appraisals measure how well employees meet work requirements and provide feedback for development.
PMS.pptx
This document discusses performance management systems. It defines key terms like performance appraisal, performance management, and performance management system. It categorizes performance management into two types - one that evaluates organizational effectiveness and one that evaluates employees. It outlines the relationship between performance management and other HR functions like recruitment, training, compensation etc. It also discusses different approaches to performance management like setting goals, continuous feedback, and rewards & recognition programs. Finally, it provides examples of performance measurement tools like balanced scorecards and key performance indicators.
modern methods of performance appraisal.pdf
The Assessment Center Method involves evaluating employees over a period of time, such as one or three days, through a series of exercises and assessments that simulate work situations. Experts observe employees' behaviors and evaluate skills like interpersonal skills, intelligence, planning, and decision making. This method provides insights into an employee's personality and abilities. It was first introduced by the German Army in 1930.
performanceappraisalppt-200401092330.pptx
Performance appraisal is a formal, systematic process to evaluate an employee's job performance and potential. It involves setting performance standards, measuring actual performance against the standards, and providing feedback. The purposes are to improve employee performance, determine training needs, make decisions about promotions and compensation, and measure the effectiveness of organizational objectives. Performance appraisal methods can be individual evaluations, multi-rater evaluations, or other techniques like assessment centers. An effective performance appraisal process establishes clear standards, trains appraisers, documents performance, and provides constructive feedback.
MU0016 – Performance Management and Appraisal
This document provides information about obtaining fully solved assignments from an assignment help service. It includes contact information for the service via email or phone call, lists subject codes and names for assignments available, and provides an example assignment question related to performance management and appraisal. The example assignment asks students to discuss principles of performance management, describe the performance appraisal process, discuss components of performance appraisal feedback and how to give constructive feedback, skills required by line managers for effective performance management, and modern methods and an employee's responsibilities regarding performance planning mechanics.
Performance Evaluation and Appraisal Processes
This document discusses performance evaluation in schools. It begins by defining performance evaluation as a formal process to measure an employee's work and job responsibilities. It then describes the key characteristics of an effective evaluation, including explaining the process, clarifying expectations, reviewing skills and accomplishments, and outlining next steps. The document outlines the typical 7 step evaluation process: 1) job analysis, 2) establishing standards, 3) communicating standards, 4) determining actual performance, 5) comparing actual to standards, 6) discussing results, and 7) decision making. It concludes by explaining the objectives and benefits of performance evaluations, which include performance improvement, compensation decisions, training needs identification, and more.
Performance appraisal presentation
Performance appraisals are used to evaluate employee performance and link to other HR functions. There are various methods of appraisal like critical incident reports, rating scales, and management by objectives. Appraisals are used to identify training needs, determine compensation, make promotion and dismissal decisions, and ensure recruitment and selection processes are effective. They enhance communication between managers and employees and support employee development.
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Methods of Performance appraisal - Principles of Human Resource Management
Employee working in an organization looks for growth. In this session, we have provided a brief about various methods of performance appraisal.
Presentation on Performance Management System
The document discusses performance management systems (PMS) used by various companies. It defines PMS as a strategic approach to improving employee performance and company effectiveness. The importance of PMS is highlighted as keeping employees engaged, retaining talent, and developing leaders. Objectives of PMS include developing clear roles and expectations, increasing engagement, boosting productivity, and creating performance-based rewards. Specific PMS methods used by companies like Godrej, HP, Deloitte, Microsoft, and Adobe are outlined.
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This document discusses performance appraisal and evaluation methods. It provides an introduction to performance appraisal, outlines its importance for providing feedback, identifying training needs, and informing personnel decisions. It then contrasts performance appraisal with performance management and lists different appraisal methods including essay, checklist, rating scale, and objective-based approaches. The document also discusses traditional versus modern appraisal methods and how appraisals can be used to evaluate employees and improve organizational effectiveness.
pm-pa.ppt
This document provides an overview of performance management and appraisal. It discusses key concepts such as performance management being a continuous process that improves organizational effectiveness, while performance appraisal is a periodic formal review. Various performance appraisal methods are described, including traditional methods like graphic rating scales and forced distribution, as well as modern methods like behavioral anchored rating scales and management by objectives. The importance of goal setting, conducting appraisal interviews, and addressing problems like bias are also covered. The overall document serves as an introduction to performance management and appraisal processes and best practices.
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The document discusses performance appraisals, which are systematic assessments of an employee's job performance and strengths/weaknesses. Performance appraisals have multiple purposes, including determining promotions, pay raises, training needs, and legal compliance. They involve establishing job expectations, designing an appraisal program, assessing performance through methods like rankings, checklists, and management by objectives, conducting performance reviews, and using the data for HR decisions. The goal is to provide feedback to employees and information to organizations about employee performance.
Appraising for recognition & reward
Performance appraisal is a method used to evaluate an employee's job performance and quality of work. It provides feedback to employees, identifies training needs, and informs personnel decisions. There are various methods of appraisal, including rating scales, checklists, and management by objectives. Performance appraisal can be either past-oriented or focused on development. When done effectively, it benefits both employees and organizations.
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The document discusses performance management practices in various organizations. It summarizes trends seen in companies like Adobe, Deloitte, and GE moving away from annual performance reviews towards more frequent feedback. A study comparing performance management systems across several European countries found differences in their conceptualization and measurement of performance. The document also outlines some challenges with performance management in Nepal and provides examples of systems used by local banks and companies. It identifies features of effective systems and discusses emerging trends like using real-time feedback and analytics.
Unlocking the Power of Performance Appraisal Evaluation.pdf
A mamoplastia de aumento é indicada quando a paciente tem as mamas muito pequenas e desejaaumentar o volume das mesmas.
Unlocking the Power of Performance Appraisal Evaluation: Methods, Objectives,...
Performance appraisal evaluation is a vital component of Human Resource Management (HRM) that aids organizations in assessing and enhancing employee performance.
Performance appraisal
The document discusses performance appraisal, including its definition, objectives, purpose, methods, and process. Performance appraisal rates employees' performance and evaluates their contribution to organizational goals. It is used to improve performance, plan human resources activities like promotions, identify training needs, and make salary and bonus decisions. The key methods discussed are graphic rating scales, essays, forced distribution, behavioral observation scales, and 360 degree/multi-rater feedback. The performance appraisal process involves setting standards, measuring performance, providing feedback, and making HR decisions.
Reemi,
This document provides an overview of a project report on performance appraisal in the banking sector. It includes an introduction, literature review, objectives, and research methodology. The report examines performance appraisal methods used in banks and analyzes employee awareness, satisfaction, and the relationship between appraisal systems and organizational success. It also studies how financial, customer satisfaction, and corporate social responsibility indicators relate to bank performance. The research uses surveys and questionnaires to collect data from bank managers and employees on their appraisal processes.
Performance Appraisals
Performance appraisals involve establishing standards, measuring employee performance against those standards, providing feedback, and taking corrective actions. There are traditional methods like essay, ranking, and checklists as well as modern methods like 360-degree feedback and management by objectives. An effective performance appraisal process includes setting goals, evaluating performance, discussing evaluations, and identifying areas for improvement.
performanceappraisal-160117065718(1).pptx
This document discusses various methods for performance appraisal. It defines performance appraisal as evaluating employees' current or past performance relative to standards. Traditional methods include graphic rating scales, checklists, forced choice, essay evaluations, and critical incidents. Modern methods include management by objectives, 360-degree feedback, assessment centers, behaviorally anchored rating scales, and human resource accounting. Each method is described in one or two sentences. Potential problems with performance appraisals like leniency error, recency error, and halo effect are also listed.
Human Resource Management - G.O.L TEAM by Mr. Sherif Osman
This document discusses performance management and individual performance appraisals. It covers setting performance standards and goals, evaluating performance through methods like 360-degree feedback and balanced scorecards, and addressing errors in performance appraisals. Performance management aims to maintain or improve employee performance through continuous feedback, coaching, and assessing performance against goals. Individual performance appraisals measure how well employees meet work requirements and provide feedback for development.
PMS.pptx
This document discusses performance management systems. It defines key terms like performance appraisal, performance management, and performance management system. It categorizes performance management into two types - one that evaluates organizational effectiveness and one that evaluates employees. It outlines the relationship between performance management and other HR functions like recruitment, training, compensation etc. It also discusses different approaches to performance management like setting goals, continuous feedback, and rewards & recognition programs. Finally, it provides examples of performance measurement tools like balanced scorecards and key performance indicators.
modern methods of performance appraisal.pdf
The Assessment Center Method involves evaluating employees over a period of time, such as one or three days, through a series of exercises and assessments that simulate work situations. Experts observe employees' behaviors and evaluate skills like interpersonal skills, intelligence, planning, and decision making. This method provides insights into an employee's personality and abilities. It was first introduced by the German Army in 1930.
performanceappraisalppt-200401092330.pptx
Performance appraisal is a formal, systematic process to evaluate an employee's job performance and potential. It involves setting performance standards, measuring actual performance against the standards, and providing feedback. The purposes are to improve employee performance, determine training needs, make decisions about promotions and compensation, and measure the effectiveness of organizational objectives. Performance appraisal methods can be individual evaluations, multi-rater evaluations, or other techniques like assessment centers. An effective performance appraisal process establishes clear standards, trains appraisers, documents performance, and provides constructive feedback.
MU0016 – Performance Management and Appraisal
This document provides information about obtaining fully solved assignments from an assignment help service. It includes contact information for the service via email or phone call, lists subject codes and names for assignments available, and provides an example assignment question related to performance management and appraisal. The example assignment asks students to discuss principles of performance management, describe the performance appraisal process, discuss components of performance appraisal feedback and how to give constructive feedback, skills required by line managers for effective performance management, and modern methods and an employee's responsibilities regarding performance planning mechanics.
Performance Evaluation and Appraisal Processes
This document discusses performance evaluation in schools. It begins by defining performance evaluation as a formal process to measure an employee's work and job responsibilities. It then describes the key characteristics of an effective evaluation, including explaining the process, clarifying expectations, reviewing skills and accomplishments, and outlining next steps. The document outlines the typical 7 step evaluation process: 1) job analysis, 2) establishing standards, 3) communicating standards, 4) determining actual performance, 5) comparing actual to standards, 6) discussing results, and 7) decision making. It concludes by explaining the objectives and benefits of performance evaluations, which include performance improvement, compensation decisions, training needs identification, and more.
Performance appraisal presentation
Performance appraisals are used to evaluate employee performance and link to other HR functions. There are various methods of appraisal like critical incident reports, rating scales, and management by objectives. Appraisals are used to identify training needs, determine compensation, make promotion and dismissal decisions, and ensure recruitment and selection processes are effective. They enhance communication between managers and employees and support employee development.
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Methods of Performance appraisal - Principles of Human Resource Management
Methods of Performance appraisal - Principles of Human Resource Management
Unlocking the Power of Performance Appraisal Evaluation.pdf
Unlocking the Power of Performance Appraisal Evaluation.pdf
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Unlocking the Power of Performance Appraisal Evaluation: Methods, Objectives,...
Human Resource Management - G.O.L TEAM by Mr. Sherif Osman
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Performance Appraisal(HRM).pdf
- 1. Performance Appraisal By: K.SriDevi, U.M.S.L.Prasanna Presented to: M.Geetha madam
- 2. Table of contents Definition of performance appraisal Introduction 01 Importance Significance of performance appraisal 02 Steps Process of performance appraisal 03 Methods Latest trends in performance appraisal 04 Latest Trends Traditional & Modern methods 05 Conclusions Final statement 06
- 3. Definition Performance appraisal is a process for evaluating and documenting how well an employee is carrying out his or her job Part of the companies performance management system.
- 4. 2. Acts as a feedback which can be used to work on areas which can be improved. Importance 3. Boosts the morale of the employee & motive them to work even better. 1. Helps in recognizing the skills and abilities of an employee.
- 5. Planning Define the goals clearly. Steps in performance appraisal Monitoring Tracking the progress. Reviewing Evaluate the work done. Rewarding Recognise & reward good performance.
- 6. Performance Appraisal Methods Traditional methods Modern methods
- 7. ● Rating scale ● Performance tests & Observations ● Essay method ● Cost Accounting method Traditional Methods
- 8. ● 360 degree feedback ● Behaviourally anchored Rating Scale (BARS) ● Psychological appraisal ● Assessment Center Modern Methods
- 9. Continuous feedback mechanism. Latest trends in performance appraisal Critical Contribution Remote working
- 10. Conclusion Performance appraisal thus refers to the regular review of employee’s job performance and overall contribution to a company. It’s also called as employee appraisal.
- 11. Thank You