An organization’s goals can be achieved only when people put in their best efforts. How to ascertain whether an employee has shown his or her best performance on a given job? The answer is performance appraisal. Employee assessment is one of the fundamental jobs of HRM. But not an easy one though.
In simple terms, performance appraisal may be understood as the assessment of an individual’s performance in a systematic way, the performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgement, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed.
Contents: Performance Appraisal System Project
Measuring performance v/s action
Performance appraisal
Objectives of performance appraisal
Performance appraisal and competitive advantage
Appraisal process
Methods of appraisal
Management by objectives(mbo)
Larsen and toubro, human resource development—
Performance appraisal system
Assessment centres
360-degree feedback
Appraise the performance
Performance interview
Guidelines for effective appraisal interview
Use of appraisal data
Edward deming on performance appraisal
Challenges of performance appraisal
Piramyd megastore – story outline
Hr vision of piramyd megastore
Performance appraisal methods used at piramyd