Introduction to Performance Appraisal
Performance appraisal has three basic functions: to provide feedback, serve as basis for changing habits, and provide data to managers.
Basic Concepts of Employee Appraisal
To provide appropriate feedback; serve as basis for effective habits; provide data to managers.
Appraisal Methods and Goals
What are the goals of performance appraisal? An appraisal offers a chance to analyze your work and career plans.
Main Steps in Performance Appraisal
The first step is setting standards based on objectives and job description. Next is measuring employee performance against those goals. Then the actual measurement process. Feedback should be regular.
Performance Appraisal Criteria
The performance appraisal criteria should be based on the job specifications of each specific job.
Types of Performance Appraisals
- Negotiated appraisal
- Management by objective (MBO)
- Assessment center method
- Self-appraisal
- Peer reviews
- Customer or client reviews
Objectives of Performance Appraisal
To maintain and assess the potential present in a person for further growth and development. To provide feedback to employees regarding their performance and related status.
Types of Performance Appraisal Interviews
- Self appraisal
- Peer appraisal
- Manager appraisal
Importance of Performance Appraisal
The primary purpose of performance appraisal is to improve communication, evaluate and measure performance, align goals, support development, recognize achievements, facilitate talent management, and ensure legal compliance.
Types of Appraisal Methods
- Peer review
- Self-evaluation
- Quantitative evaluation
- Qualitative evaluation
- 360-degree feedback
- Competency on a scale
Conclusion
In this blog post, we’ll delve into the three distinct types of performance appraisal interviews, shedding light on their purpose and benefits: self appraisal, peer appraisal, manager appraisal.