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APPRAISAL IN ORGANIZATION:
organizational success
A GLOBAL OUTLOOK ON PERFOMANCE APPRAISAL
very helpful for the same may be said about almost everything in the field of
really dates from the time of the Second World War – not more than 60
very ancient art. In the scale of things historical, it might well lay claim to
DEFINITION
RANDELL:
All employing organizations carry out some form of performance with their
performance.
are to assess training need to effect promotion and to give high pay.
understand.
2. It must have the support of all the people who administer the
ratings is the degree to which they are truly indicative of the tonic
database.
adverse appraisal.
a supportive manner, some authors hold the view that even the best
experience.
continuing to meet its goals. Not only there is the danger that
PURPOSE OF APPRAISAL:
1. Helps promotions.
6. Employees effectiveness
responsibilities.
Appraise performance
Performance interview
Use appraisal data of appropriate purpose
Ratings by supervisors
by company.
compliance.
TRADITIONAL MODERN
The problem with subjective measure is the rating which is not verifiable by
others and has the opportunity for bias. The rate biases include: (a) halo
effect (b) the error of central tendency, (c) the leniency and strictness biases
(a) Halo Effect: It is the tendency of the raters to depend excessively on the
another trait.
(b) The error of Central Tendency: Some raters follow play safe policy in
rating by rating all the employees around the middle point of the rating scale
and they avoid rating the people at both the extremes of the scale. They
knowledge about the job and person he is rating or least interest in his job.
(c) The Leniency and Strictness: The leniency bias crops when some raters
consistently. Such ratings do not serve any purpose. Equally damaging one
(d) Personal Prejudice: If the rater dislikes any employee or any group, he
may rate them at the lower end, which may distort the rating purpose and
(e) The Recent performance Effect: The raters generally remember the
recent actions, of the employee at the time of rating and rate on the basis of
studies are:
performance appraisal.
performance appraisal.
An employee shall express his emotional needs and his value system which
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