Performance Appraisal in HAL

The methods that the organization will take to achieve the required results both now and in the future

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When the job responsibilities and expectations are clear, this will result in increased individual and group productivity.

Performance appraisal as a positive part of the performance management process has come a very long way in the history of human resource management. Performance appraisal is one of the central pillars of the performance management which is directly related to the organizational performance and have a direct and significant impact on it. Performance appraisal has been, and is still the strength of performance management,.

Improving Operation – This process is to “Achieve a quantum improvement in the firm’s efficiency, often by reducing costs, improving quality and service and reducing development time”. In this type of organization improvement are achieved by “reengineering business process, reducing development roles and responsibilities and redefining performance standards and measures”. The employees are made to work in teams, work across functions or other organizational boundaries and play a large role in identifying and resolving problems, while managers learn new skills, such as coaching and facilitating and rely less on monitoring and controlling”.

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However, the feedback of performance appraisal can also be a drawback, as it is not a common thing that such a system have promised so much and delivered so little (Grint, 1993). By looking at the contradiction of it, it could be seen that the highlight of this system is the way of delivering of the appraisal result to employees.

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