One human resource objective for using performance appraisal systems is to determine who should be promoted, demoted, transferred, or terminated. However, these are not the only human ...

Three approaches are to be adapted to performance appraisal. These approaches are discussed below: (adsbygoogle = window.adsbygoogle || []).push({}); 1. Trait Approach: As ...

Ivancevich (2001:268) and Werther and Davis (1996:368) have suggested a set of guidelines for making performance appraisal interview effective. However, we can follow the guidelines ...

The performance appraisal process and techniques are expected to be employed objectively in which the evaluator is free from personal biases, prejudices, and idiosyncrasies. Objectivity ...

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. ...

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 ...

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. ...

A number of surveys point to the widespread disappointment with traditional performance appraisals. Listed below are a few recent findings that point to key changes that are transforming ...