Performance Appraisal And Performance Analysis

Performance appraisal is also a technique of HRD. The performance interview and the process of the performance analysis help the subordinate to interact closely with his superior. The interaction helps particularly subordinates learn from his superior the job related and behavior related aspects. This process becomes a training/development /educational process. Thus, performance appraisal is closely related to HRD. In fact, performance appraisal helps employee development.

PURPOSE OF PERFORMANCE APPRAISAL SYSTEM:

METHODS OF PERFORMANCE APPRAISAL:

With the evolution and development of the appraisal system, a number of methods or techniques of performance appraisal have been developed. The importance‟s among them are presented.

Methods of performance appraisal

The superior keep his judgment and report confidentially. In other words, the superior does not allow the employee to know the report and his performance.

V. Modern Methods:

Behaviorally Anchored Rating Scales: The Behaviorally Anchored Rating Scales (BARS) method combines elements of the traditional rating scales and critical incident methods. Using BARS, jobs behaviors from critical incidents - effective and ineffective behaviors are described more objectively. The method employs individual who are familiar with a particular job to identify its major components. They then rank and validate specific behavior for each of the respondents. Assessment Center: This method of appraising was first applied in the German Army in1930.Later, business and industrial houses started using this method. This is not a technique of performance appraisal by itself. In fact, it is a system or organization, where assessment of several individual is done by various experts by using various techniques.

These techniques include the methods in addition to in basket, role playing, and case studies ,stimulation in sight, transactional analysis