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'Appraisal systems formalize the review part of the performance cycle' (Torrington & Hall,1995). Performance appraisal deals with the measurement of performance

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Performance appraisal is a keystone of the performance management. 'Appraisal systems formalize the review part of the performance cycle' (Torrington & Hall,1995). Performance appraisal deals with the measurement of performance. Despite the unpopularity of performance appraisal it is generally accepted among managers that there should be some means by which performance can be measured, monitored and controlled (Bratton and Gold, 2003). There are many definitions of performance appraisal. However, the ACAS 2003 as recorded by Foot and Hook (2005) clearly define it as, Appraisals regularly record an assessment of an employee's performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agree objectives for the next. Performance appraisals provide an opportunity for managers and their staff to meet on an annual, six monthly or even quarterly basis to discuss past and present performance issues. Performance appraisal is not simply a time for the employer to review the employee's performance, it is also an opportunity for the employee to address any concerns. ...read more.


We all judge people everyday of our lives by the way they behave, talk or even by what they wear. We may not even be aware that we are making these informal judgements. This however is not what Fletcher and Williams mean, 'in this sense the term "appraisal" means judging the worth, qualities or values of something, and in a work situation it is important that any judgements are fair and are based on objective job-related criteria' (Foot and Hook, 2005). By playing the role of helper in the appraisal system the employer would be helping to improve performance. This may include providing developmental opportunities or suggesting training courses. Both roles of judge and helper can play a part in the appraisal of employees depending on the purpose at hand. The type of appraisal carried out also depends on who is being appraised. Appraisal was seen traditionally for those in management positions however over the past decade there has been an increase in appraisal of those in non-managerial roles. ...read more.


It ensures that employees are on the same wavelength as the organisation, with their objectives coinciding with that of the organisations. Improved levels of communication and of motivation is very important as above all the organisation is going to benefit through improved performance of its employees throughout the organisation. It is very important that an employer prepares for conducting the performance appraisal. During the appraisal the employer should make it clear the reason for the meeting and in doing so reassure the employee. It is also important for them to remain positive and watch their body language. Asking questions is a good way for getting the employee to open up. The appraisal will not be a success or in any way effective if there is no clear purpose for the meeting, or even if there is too many different purposes. Also it will be a negative experience if the employer keeps information from the employee, is subjective in their judgement and attacks the appraisee's character. The performance appraisal system should not be used as part of the disciplinary process. ...read more.

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