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Performance appraisal is one of the major keys to effective management. It is basis for
determining who should be promoted to a higher position.
Effective performance appraisal should be focused on the legitimate desire of employees for
progress in their professions.
1. STRATEGIC PURPOSE
The performance management system should link the employee activities with the organizations
goals and objectives. These strategies are implemented through defining results, behavior and to some
extent employee characteristics that are necessary for carrying out the predetermined goals and
objectives.
To achieve this strategic purpose, the system must be flexible because, when goals and strategies
change the results, behaviors and employee characteristics usually need to change correspondingly
2. ADMINISTRATIVE PURPOSE
3. DEVELOPMENTAL PURPOSE
When employees are not performing as well as they should, performance management seeks to
improve their performance.
The feedback given during the performance evaluation process often pinpoints the employees’
weaknesses.
The value of a performance rating depends upon the factors to be measured and the extent of its
validity and reliability.
1. VALIDITY
Ratings are valid if they are accurate measures of the employees’ performance. It refers to the
accuracy of the ratings in differentiating each employee in a group in terms of actual job performance
The rating scale must be able to show the degree of the employees’ efficiency in the performance of
his assigned tasks or duties and responsibilities.
It is not quite easy to develop the performance rating instruments because we have set standards
against which to compare result
2. RELIABILITY
Rating may be considered reliable if they are consistent.
3. ACCEPTABILITY
refers to whether the people who use the performance measure accept it. Many very elaborate
performance measures are extremely valid and reliable yet many managers and supervisors do not
want to use them as they consume so much time.
4. SPECIFICITY
Is the extent to which the performance measure gives specific guidelines to employees about
what is expected of them and how they can make this expectation
The instrument must be able to pinpoint the employees’ performance problems or it becomes
impossible for the employees to correct their performance