KOLKATA, India -
Dec. 13, 2021 -
PRLog -- Performance appraisal is a systematic, general and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as Organizational Behavior, accomplishments, potential for future improvement, strengths and weaknesses.
Potential complications :- - Detrimental impact to performance improvement
- Subjective evaluations
- Negative perceptions
- Errors: Performance appraisals should provide accurate and relevant ratings of an employee's performance as compared to pre-established criteria/goals (i.e. organizational expectations).
- Legal issues: when PAs are not carried out appropriately, legal issues could result that place the organization at risk.
The major wayout to the same is an unique combination of the following areas
- Strategic planning. Many long-term workforce planning models use performance management measurements to assess the "quality" of the workforce and whether the organization is attracting and retaining talented workers.
- Total compensation. Most organizations use performance measurements as the basis for pay-for-performance compensation processes.
- Individual and team development. An individual development plan (IDP, also known as a career development plan) is often used in conjunction with the performance review process as a final documented step to assist employees in goal setting and individual development that will serve to advance their career and promotional opportunities.
- Succession planning. Performance data over time are vital inputs for long-term planning for future organizational leadership.
- HR technology systems. Many organizations use software applications to manage the processes associated with goal setting, performance review and performance improvement plans.
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