| EFFECTIVENESS AND BENEFITSOF | | | | field.v Every now and then update the employees |
| PERFORMANCE APPRAISAL | | | | improvement and fing the plus and minus in the |
| Performance Appraisal is a process of evaluating the | | | | employees. |
| performance of an employee in a systematic manner. | | | | The effectiveness of the performance appraisal can |
| It is nothing but analyzing and recording the information | | | | be known by:v Judgement sidev Development side |
| about the relative worth of an employee. It includes | | | | Judgement Side: |
| praising, corrections , comments and suggestion given | | | | In this the actual performance and feedback is given. |
| by the supervisor on the task performed by his | | | | Development Side: |
| subordinates. This interaction is called as performance | | | | In this the needs of the individuals are evaluated in |
| appraisal. | | | | terms of the training required to improve the skills and |
| Performance Appraisal is an objective method of | | | | knowledge. |
| judging the ability of an individual employee in | | | | BENEFITS OF PERFORMANCE APPRAISAL: |
| performing his tasks.The following are related to the | | | | Performance appraisal provides a lot of information |
| effectiveness of performance appraisal:v To be | | | | not only to solve the managerial problems, but also to |
| effective first of all the subordinates should be | | | | help in taking the decisions.v By doing the appraisal we |
| communicated with the job duties by the supervisors. | | | | can evaluate the level of performance of an |
| So that the subordinates will seriously take their | | | | employee, so that if need arises the employee is given |
| exercise.v If the subordinates have to do their task | | | | a training in the relevant field.v Performance appraisal |
| well means, they have to be given a proper training in | | | | helps to fix duties and responsibilities of the job to an |
| the relevant field.The training is nothing but adding | | | | employee so that there is no confusion by the |
| knowledge to the existing knowledge.v To find out the | | | | employee to do his duty on time.v Based on the level |
| performance of each subordinates, a regular | | | | of the performance shown by the employee , the |
| performance interviews have to be conducted.v The | | | | organization will be planning ie., when the performance |
| supervisor has to prepare a job descriptions/roles to | | | | shown by the employee is higher means the planning is |
| various subordinates in the organization and after | | | | efficient.v Performance appraisal helps to improve the |
| allocating the roles ,their jobs should be evaluated. So | | | | job performance.v Because of the appraisal of the |
| that the supervisor will identify the performance level.v | | | | performance , there arises a healthy relationship |
| The real job of the supervisor begins at the moment | | | | between the employees and the employers. |
| of completing the appraisal interview.ie,the supervisor | | | | Conclusion: |
| should monitor the improvement of the subordinates. If | | | | Thus, the performance appraisal is a systematic and |
| employee is struggling for the improvement, then the | | | | ongoing process. And in general appraisal is nothing but |
| supervisor should help the employee in the relevant | | | | the evaluation of worth, quality or merit. |