One of the primary purposes of the performance appraisal process
Feedback and Performance Improvement
Performance appraisals may also serve an informational purpose to tell employees how they are performing on the aspects of their job
EmployeeDevelopment and Career Planning
useful tools for managers to coach employees for performance improvement on an ongoing basis.
EmployeeDevelopment and Career Planning
They are also useful to guide discussions about areas of strength and weakness for the employee, which may trigger training and development enrollment and inform longer-term career planning
Employee Development and Career Planning
The focus is on ongoing immediate feedback, coaching and support, and forwardlooking
direction with the goal of employee engagement over control and oversight
Criteria for Test Validation
the effectiveness of selection tests may be validated against performance ratings.
Training Program Objectives
performance appraisals provide insights into the effectiveness of other aspects of the HR system
Job Redesign
Trends across the performance appraisals of employees in various jobs may also be a useful source of information
Job Redesign
Observing poor performance across employees may prompt further conversations about the reasons why performance is suffering.
PerformanceAppraisalProcess (P.M.C.H)
PerformanceObjectives
MeasuringPerformance
Communicatefeedback
HRrecords and decisions
Performance objectives
targets for employee performance that drive
toward the strategic business goals of the organization, operationalized at the individual employee level.
The objectives set out in the PMP (Performance Management Plan) should be job-related, practical, and based on performancestandards.
Performance standards may relate to quality (how well the objective has been achieved), quantity (how much, how many, and how often), and time (due dates,adherence to schedule, cycle times, and so on).
Performance objectives
can be for specific work activities or for recurring
activities that take place many times over the appraisal period.
Measuring Performance
After performance objectives are set, it is time to determine how performance can be observed and then measured.
Observations can be made either directly or
indirectly.
Direct observation
occurs when the rater actually sees the
performance
Indirectobservation
occurs when the rater can evaluate only
substitutes for actual performance.
Observations of performance can also be objective or subjective
Objective
performance measures are those indicators of job performance that are verifiable by others and are typically quantitative
Objectivemeasures are not available in all jobs
Subjective
based on opinion or perception by a rater.
Usually, such measures are the rater’s personal opinions, but they may be subject to biases
When subjectivemeasures are also indirect, accuracy becomes even lower.
Objective and direct measures of performance are preferable, but are not available for all types of jobs.
Performance measures
must be easy to use, be reliable, and report on the critical behaviours that determine performance