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'Performance appraisal', also known as 'employee appraisal', is a method by which the performance of an employee is measured (generally in terms of quality, quantity, cost and time). The roots of performance appraisal can be found in Frederick Winslow Taylor's time and motion study. Performance appraisal is a part of career development.
Performance appraisals are a regular review of employee performance within organizations.
Generally, the aims of a scheme are:

★ Give feedback on performance to employees.

★ Identify employee training needs.

★ Document criteria used to allocate organizational rewards.

★ Form a basis for personnel decisions-salary (merit) increases,promotions, disciplinary actions, etc.

★ Provide the opportunity for organizational diagnosis and development.

★ Facilitate communication between employee and administrator.

★ Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes. Employees are also allowed the opportunity to assess the person (manager) at the same time. this is known as 3600 appraisal
The most popular methods that are being used as performance appraisal process are:

★ Management by objectives (MBO)

★ 360 degree appraisal

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References

External links

References

External links

★ [1], Blue Ridge Learning Centers, Inc.

★ Negotiated Approach to Performance Appraisal, University of California

★ Employee Appraisal, Business help.