Organizations must choose the degree to which performance appraisals are to be objective (evaluating performance against specific standards) versus subjective (evaluating how “well” ...

Performance appraisal is a face-to-face conversation between the rater and the ratee to discuss issues of performance appraisal and to understand each other’s position in order to ...

There are several reasons why appraisal are carried out in organizations these may be summarized as follows: 1. To identify an individual’s current level of job performance. 2. ...

Q.1. Which of the following terms refers to the process of evaluating an employee’s current and/or past performance relative to his or her performance standards? a) Recruitment ...

1. “The person who was a good performer in distant past is assured to be okay at present also”. This is an example of ________________ bias in Performance Appraisal (adsbygoogle ...

1. Identify the appropriate Organization KPIs where the employee can contribute meaningfully. It is important to note that all KPIs are not applicable to each employee. 2. Document ...

A key result area (KRA) is an strategic factor either internal to the organization or external, where strong positive results must be realized for the organization to achieve its strategic ...

Step 1: Establish performance standards Performance standards are set to ensure achievement of departmental goals and objectives and the organization’s overall strategy and objectives. ...

The problems of performance appraisal have to be dealt with judiciously to improve the appraisal system of the organization. (adsbygoogle = window.adsbygoogle || []).push({}); 1. ...

=>> Management by objectives helps employees appreciate their on-the-job roles and responsibilities. =>> The Key Result Areas (KRAs) planned are specific to each employee, depending ...