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Performance appraisal is defined as the periodic and regular evaluation of an employees ability to carry out assigned duties and responsibilities (Websters). Performance appraisal is also the process of identifying, measuring and developing human performance within an organization. In other words, the employees perfromance appraisal allows employers to identify, evaluate an individuals performance on a regular basis. It is also a tool to encourage strong performers to maintain their high level of performance and to motivate poor performers to make impovements.
Performance appraisals are a fact of organizational life. As an employee, performance appraisal will play a significant role in my career development. As a supervisor, its important to remember that most employees want accurate information on how they are doing and what they need to improve upon. In retrospect, each oranization will of course have different policies and procedures in regards to employee performance and systematic standards. In summary, I thought it would be rather interesting to cite the difference between profit and non-profit organizations and performance appraisal/evaluation standards.
Despite all the literature, training and advice on accurate appraisals, giving accurate appraisals may not be th eprimary concern of managers and dircetors. Of more interest seems to be how to use the appraisal to help motivate or reward employees. Performance appraisalods are often overlooked or handled improperly. Although this is a managerial repsonsibility, it requires employee recognition and acceptance to be effective in the long run. Nonetheless, it is audacious of supervisors to think they know what is best for employees and expect them to conform. Employee development and taining needs should be routinely identified and discussed during the performance appraisal process. This would result in a mutual understanding of what is needed to maximize future work performance by correcting bad work behavior and improving good performance.
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