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Performance Appraisal (The background of the evaluation of individual…
Performance Appraisal
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goals
organization goals
provides information about the performance of organizational
members used in decisions about placement, promotions, firing, and pay
An evaluation system can help track those people who have potential so
that they can be placed in developmental positions
Evaluation Goals
To develop valid data for pay (salary and bonus) and promotion decisions and to
provide a means of communicating these decisions
To help the company in making discharge and retention decisions and to provide
a means of warning subordinates about unsatisfactory performance
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The Individual’s Goals
conflicting goals
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but this
openness may not always serve the subordinate’s objective of gaining raises, bonuses, and
promotions when these are in scarce supply
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Nonevaluative Evaluation
The central dilemma in the appraisal process is how to have an open discussion of
performance that meets the individual’s need for feedback and the organization’s personnel
development needs while preventing damage to the individual’s self-esteem and to his or her
confidence about organizational rewards
Performance appraisal is both a system of papers and procedures designed by the
organization for use by its managers and an
interpersonal process in which manager and subordinate communicate and attempt to influence each
other
Summary:
The main barriers to effective appraisals are avoidance on the part of the
supervisor and defensiveness in the subordinate