Appraisal

Appraisal & Performance Management
Words of Wisdom
‘A managerial witch-hunt and a general gripe and groan session about what I had or hadn’t done over the last year.’

‘Performance appraisal is, in practice, more of an organizational curse than a panacea.’
‘Assessment of performance has become a pervasive feature of modern life.’

Appraisal & Performance Management

Appraisal is a process that provides an analysis of a

person’s overall capabilities and potential, allowing informed decisions to be made for particular purposes.

An important part of the process is assessment, whereby

data on an individual’s past and current work behaviour and performance are collected and reviewed.

Appraisal & Performance Management
Rationalization and justification for appraisal

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Improving motivation and morale
Clarifying expectations and reducing ambiguity about performance
Determining rewards
Identifying training and development opportunities
Improving communication
Selecting people for promotion
Managing careers
Counselling

Discipline
Planning remedial actions
Setting goals and targets

Appraisal & Performance Management
Performance management arose out of the need to link the requirements of business strategy to all employees.

WHY Measure Performance?
The purposes are:
 Strategic
 Administrative
 Developmental
 Individuals
 Managers
 Organisation

Appraisal & Performance Management
Appraisal and Control
The purpose of appraisal interviews:
1. The making of administrative decisions concerning pay, promotions

and careers, and work responsibilities - the judgement purpose
2. The improvement of performance through discussion of development needs, identifying training opportunities and the planning of action - the development purpose
The tension between appraisal as judgement process and as a

supportive developmental process has never been resolved and lies at the heart of most debates about the effectiveness of appraisal at work. Appraisal