Yes, performance appraisal is really necessary. And, no, there is no better way to obtain the benefits. There are several books that argue in favor of abolishing performance appraisals altogether. But the procedures they recommend are merely workarounds; the steps […]
No appraisal system is immune to legal challenge. Nonetheless, the risk of legal difficulties can be minimized if seven basic good management practices are followed. 1. Base the performance appraisal on an analysis of the job. 2. Define your performance […]
First, there is no legal requirement that a company must have a performance appraisal system. No law compels an organization to review the performance of its members, just as no law requires a company to produce annual budgets or provide […]
No. While many people believe that managers discriminate, either deliberately or unconsciously, in their appraisal ratings, research on performance appraisal indicates that performance ratings are remarkably bias-free. Tell Me More In a major research project published in Psychological Bulletin, Frank […]
Yes. Deming and others in the quality movement correctly noted that individuals are rarely the responsible parties when quality problems arise. More frequently, poor quality is a function of system breakdowns and bad processes, not individual failures. Deming urged organizations […]
There are several reasons performance appraisal doesn’t work as well as it might: No Ownership. Too often, neither the manager nor the individual has any sense of ownership. They weren’t involved in the design or administration of the system. They […]
Does performance appraisal take too long? Let’s calculate just how much time the performance management process takes. The planning meeting lasts forty-five minutes to an hour, once a year. Writing some- body’s performance appraisal takes another hour, maybe an hour […]
You should have a minimum of two meetings. You’ll hold one at the beginning of the year—the performance planning meeting—where you will talk about the important results to be achieved over the next twelve months. In this meeting you and […]
The performance management process in our organization has conflicting purposes. We use it to determine merit increases and performance feedback for work done during the previous twelve months, to determine training needs, and as a key tool in succession planning. […]
Performance appraisal serves over a dozen different organizational purposes: Providing feedback to employees about their performance Determining who gets promoted Facilitating layoff or downsizing decisions Encouraging performance improvement Motivating superior performance Setting and measuring goals Counseling poor performers Determining compensation […]
There are early references to performance appraisal in America going back over a hundred years. The federal Civil Service Commission’s merit rating system was in place in 1887. Lord & Taylor introduced performance appraisal in 1914. Many companies were influenced […]
Performance appraisal is a formal management system that provides for the evaluation of the quality of an individual’s performance in an organization. The appraisal is usually prepared by the employee’s immediate supervisor. The procedure typically requires the supervisor to fill […]