Performance evaluation or appraisal, HR Management

Performance Evaluation or Appraisal

Performance Evaluation or Appraisal is the procedure of deciding how worker do their jobs. Performance appraisal is a technique of evaluating the behaviour of worker in the workspot, usually by including the quantitative and qualitative both aspects of job performance.

The performance appraisal technique may be classified into three categories for example Multiple-person evaluation methods, Individual evaluation methods, other methods.

Forced choice method was developed to remove bias and the preponderance of high ratings which might take place in some organisations.

Management by Objectives (MBO) technique emphasises participatively set objective (that are agreed upon by the superior and the worker) that are, verifiable, tangible and measurable.

The difficulty inherent in performance appraisal can be described as:

Judgement errors, Ineffective organisational, Lack of rater preparedness, Poor appraisal forms policies and practices.

There are three different schemas for carrying out appraisals. Workers can be appraised against (i) absolute standards (where worker's performance is measured against some recognized standards; the subjects here are not compared with any of other person) (ii) relative standards (where the subjects are compared with other individuals) and (iii) objective.

Posted Date: 11/10/2012 6:17:18 AM | Location : United States







Related Discussions:- Performance evaluation or appraisal, Assignment Help, Ask Question on Performance evaluation or appraisal, Get Answer, Expert's Help, Performance evaluation or appraisal Discussions

Write discussion on Performance evaluation or appraisal
Your posts are moderated
Related Questions
The Introduction Describe why you chose this particular topic. Why do you think that it is an important issue in management responsibilities and practices? II. The Review

Q. Merits and Demerits of Role playing method? Merits: 1. The trainees learn more effectively by doing. 2. Human sensitivity and interactions are stressed. 3. Immed

S teps Involved in the Procurement of Consultants Let us discuss the process to procure a consultant. Once you identify the assignment and decide to procure the professiona

RECORDING STOCK USED AND MISUSED : On an hourly basis you should know what is being used, by whom and where it is being used. You will know this from the requests that have been m

As a HR specialist, what are the challenges you may face and what HR intervention mechanisms would you consider using in an attempt to drive individual and organisational performan

Question 1: Describe job rotation, job enlargement and job enrichment, and discuss their relevance to the motivation of officers in the Public Sector. Question 2: Iden

Advantage and disadvantage of hard and soft hrm Businesses should use HRM hard or soft?  The answer depends on many factors, because each method has advantages and disadvantag

Approval by appropriate authority or hiring decisions: on the basis of above steps, suitable candidates are recommended for selection by the selection committee or personal departm

effective human resources management depends upon sound reward system.comment

hoe the the management process will go on?