Performance Appraisal : Performance Management

857 Words4 Pages
Introduction Define Performance Appraisal/Explain Performance Appraisal Performance Management “aims to improve organisational, functional, unit and individual performance by linking the objectives of each” Stone (2013). In order to gain this control, information and a formal review process is required in order to determine individual employee performance. This is when Performance Appraisal is then utilised. Stone (2013) defines performance appraisal as an overall measure of organisational effectiveness. He describes performance appraisal as being “concerned with determining how well employees are doing their job, communicating that information to employees, agreeing on new objectives and establishing a plan for performance improvement”. In an organisational context performance appraisal aims to improve the effectiveness of individual employees which will in turn result in improved business performance and promote the achievement of its objectives. Stone (2013) provides two main objectives of performance appraisal systems as “to provide information for making personnel decisions involving compensation, promotion, discipline or termination” and “to provide feedback to subordinates for improving performance. Types of Appraisal The main types of performance appraisal systems as identified by Prowse (2009) include Behaviourally Anchored Rating Scales (BARS), Graphic Rating Scales, Behavioural Observation Scales (BOS). Stone (2013) goes on to include Ranking Systems
Get Access