Assessing Performance Appraisal Techniques in Organization

Assessing Performance Appraisal Techniques in Organization

Abstract

Organizations use performance evaluation systems to evaluate the efficacy and efficiency of their workers. A performance appraisal system is required since each individual approaches their job differently. Performance appraisal improves job performance, communicating expectations, evaluating employee potential, and assisting with employee counselling. We provide an overview of several common performance evaluation methods, together with their benefits and drawbacks, in this article. Some performance evaluation methods include ranking, graphic rating scales, critical incidents, narrative essays, management by objectives, assessment centres, BARS, 360 Degree, and 720 Degree.

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Introduction

Performance appraisal has been used interchangeably with performance review, performance evaluation, performance assessment, performance measurement, employee evaluation, personnel review, staff assessment, service rating, and other similar terms. There are four different stages in the evolution of performance assessment. It is known as the TEAM (Technical, Extended, Appraisal, and Maintenance) method. Performance appraisal is the process of evaluating previous performance, rewarding past performance, establishing goals for future performance, and developing employees. Employee evaluation systems may be regarded as one of the measures of an organization's quality of Human Resource Management. 

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A well planned and implemented employee evaluation process is not only required for effective employee performance management, but also offers important information for other human resource management tasks.


Conclusion

As a result, we may infer that there are many methods for performance evaluation. It is impossible to state one method is superior than another since it is dependent on the kind and size of organisation. Each method has advantages and disadvantages.

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