What Is Performance Appraisal?

Performance Appraisal

Concept :

Appraisal is the evaluation of the worth, quality, or merit. In the organizational context, performance appraisal is a systematic evaluation of personnel by superiors or others familiar with their performance. Performance appraisal is also described as merit rating in which one individual is ranked as better or worse in comparison to others. The basic purpose in this merit ranking is to ascertain an employee’s eligibility for promotion. However, performance appraisal is more comprehensive term for such activities because its use extends beyond ascertaining eligibility for promotion. Such activities may be training and development, salary increase, discharge, etc. besides promotion.

Performance appraisal is a

If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal, they tend to have positive behavior in this respect. Thus, appraisal can work automatically as control device.

Performance Appraisal At Tata Steel

Performance appraisal assesses an individual’s performance against previously agrees work objectives. Performance appraisal is normally carried out once a year. They assess key result areas of their employees, workers and supervisors. Since it is a joint responsibility of the individual and the supervisor; every individual in TISCO are co prime to each other.

It also enables management to compare performance and potential between employees and subordinates of the same rank. It is given as per ranks as very good, average, and average to medium and below average. On the basis of these rankings highest reward of the year is given to best suitable worker. The better performing employee gets the majority of available merit, pay increases, bonuses and promotions.

Performance Appraisal at Hindustan Unilever

This process helps the employees make the most of their working life at UniLever. The process supports the employees in identifying and delivering against challenging goals that impact the organization. It helps them plan how to develop skills and leadership behaviors in their current position and for the future. The system is designed to provide an opportunity to clarify expectations and discuss future opportunities. The performance cycle is followed annually. The process helps turn Strategy into Action. These plans are prepared by Unilever at the International level. On the basis of Strategy into Action program, Must Win Battles are prepared at UniLever level. Business level balance score card is prepared and action points are prepared. The appraisals are done on three grading basis. In case of workers, settlement is done on a long term basis. The performance and development planning process provides a continual process that allows for a thorough evaluation of the performance. It’s an approach designed to encourage clarity and transparency throughout the year. The key thing to remember is that this is an ongoing dialogue between the employee and his manager. It’s about listening , sharing and accepting feedback, and taking responsibility for the next step in the