REVIEW OF LITERATURE

Roscenia Earth and Planetary Science, Volssume 1, Issue 1, (September 2009)

This paper first makes a research to called lots of views about why performance
appraisal is not welcome, then from the angle of performance appraisal itself and
appraisers as well as employees, the paper combines with stresses and conflicts,
organization to analyze the reason why performance appraisal is not welcome and
to give the viewpoint about how to make performance appraisal become popular.
Mostafa Jafan, Atieh Bourouni, Roozbeh Hesam Amiri, Performance appraisal
is one of the most important processes in human resources management, because it
has a great effect on both the financial and program components of any
organization. There is variety of methods to the process of appraisal of employees
performance. Obviously, no method can claim that it has an integrated approach in
performance appraisal. Therefore, human resource managers should select an
appraisal method which is most efficient in their organizations. In this, paper, we
propose a framework for the selection of appraisal methods and compare some
performance appraisal methods in order to facilitate the selection process for
organizations. The value of this framework is that, with use of it, organizations can
evaluate their performance appraisal method with respect to the key features of it
before implementing any method I as well as expending extra costs. This
framework is theoretical in nature, and is build based on review of related
literature.
Baldwin, Jennifer, the design of a performance appraisal system may be
considered an unusual topic in the field of career development. However, it is
considered most employment climate for graduates given the repeated emphasis on
career development at various stages of the employment process. There has been
growing emphasis since the mid-1970s on employees needs rather than just

organizational needs, and recognition of the strategic value of employees being

developed to their best potential. Organizations have become increasingly aware
that the effective development of their employees skills and knowledge hs benefits
for the whole organization. Career development (or employee or professional
development) is a thread that runs through each stage of this discussion of the
design of performance appraisal system. This issue of career development may also
be observed in promotional brochures and information sessions given by recruiters
of graduates of tertiary institutions. Much is made of training and development
opportunities as organizations seek to attract he brightest best graduates to their
graduate management trainee programs. Performance appraisal can be a crucial
factor in the setting of career goals and the perception of job satisfaction leading to
increased motivation and productivity.
Rafikul islam ( july 8-10-2005) has discussed in this article scholars have
discussed that to evaluate the performance of organizations that it is meeting its
goals or not, it is important to evaluate the performance of employees of the
organization and for this evaluation effective performance appraisal system should
be mentioned. They mentioned to main objectives of this study first is to given
rewards to those employees who have performed good in achieving organizational
goals and second is to identify those objectives which are not met and make an
action plan to ensure that they will achieved in

future. In this paper AHP

(Analytic Hierarchy Process) to evaluate employee performance.

Graeme Redshaw (2008) has written in this article is about to improve the
performance appraisal system of the organization seven nurses where nervous
before the appraisal and one was confident after the appraisal all nurses were
agreed with the outcomes of appraisal. If the successful appraisal system is
established so the will be clear aims and objectives, and will be able to implement

fairly. Proper training will be provided to the managers to appraise this staff
correctly.
Diane Shaffer ( may 11, 2009) has return in his articles writer has discussed that
motivation and performance appraisal are interrelated. Motivation is dependent on
performance management. Employees who are motivated and happy with the
company for long time. Many organizations have not implemented correct
performance appraisal system to evaluate the performance of employees. Author
has disused here that they should implement a successful appraisal method/system
and also give reward to employee became motivated towards their jobs and
improve their performance and performance of organization as a whole will also
improve.
Donald L, Caruth (2009) has discussed that the purpose of this paper is to
demonstrate the need for and propose a more aligned and integrated standard for
performance evaluation to enhance effective strategic control. The paper reviews
the various issues creating discontent with the performance appraisal system within
many organization and demonstrate hoe these problem inhibit successful strategic
control. It attempts to cogently incorporate the performance appraisal
characteristics needed for the exercise to function as a critical organizational
control metric and a useful feedback mechanism for strategic management of the
form. The paper find that, whereas performance evaluation

has received

reasonably robust examination in the human recourses literature, explicit guidance

towards the integration with control is inadequate.