ObjectivesAbout Performance appraisalMeaning DefinitionProcess of Performance Appraisal ModernMethods / Techniques of Performance Appraisal TraditionalIndexIssues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance Appraisal

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DefinitionsAccording to Newstrom, It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance.

MeaningPerformance appraisal is the step where the management finds out how effective it has been at hiring and placing employees .

A Performance appraisal is a process of evaluating an employees performance of a job in terms of its requirements.

Objectives of Performance AppraisalEmployeeOrganizationAccording to:Aims at:

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ROLE OF HR IN PERFORMANCE MANAGEMENTParticipate in strategic planning.Conduct job analysis.Support performance management.Design appraisal system.Train and support managers.Maintain documents.Provide employee due process.Ensure integrity of the system.Ensure compliance with nondiscrimination laws.

HR plays a significant role in the performance management process, from the prerequisites and through the entire process. In the prerequisite stage, HR participates in goal setting during the strategic planning process, conducts job analyses and ensures that job analysis information is current. These are crucial steps in a successful performance management system.

Throughout the system, HR supports and trains managers in the skills necessary to execute their part of the process. HR designs and implements the performance review system and makes sure managers have the skills necessary to offer timely, unbiased employee ratings. It is HRs responsibility to monitor the process to ensure there is documentation that accurately represents employee performance and can be used to make personnel decisions without fear of discrimination and litigation.

HR supports employees as well as the managers throughout the process by acting as an advocate for all employees. HR should establish a due process system for employees who do not agree with their performance ratings. HR acts as a sounding board for employees, allowing their issues to be heard and addressed. HR protects the integrity of the system by insisting on objective, timely reviews and addressing employee concerns with due process. In addition, HR maintains employee records and ensures employee privacy.

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*HR plays a significant role in the performance management process, from the prerequisites and through the entire process. In the prerequisite stage, HR participates in goal setting during the strategic planning process, conducts job analyses and ensures that job analysis information is current. These are crucial steps in a successful performance management system.

Throughout the system, HR supports and trains managers in the skills necessary to execute their part of the process. HR designs and implements the performance review system and makes sure managers have the skills necessary to offer timely, unbiased employee ratings. It is HRs responsibility to monitor the process to ensure there is documentation that accurately represents employee performance and can be used to make personnel decisions without fear of discrimination and litigation.

HR supports employees as well as the managers throughout the process by acting as an advocate for all employees. HR should establish a due process system for employees who do not agree with their performance ratings. HR acts as a sounding board for employees, allowing their issues to be heard and addressed. HR protects the integrity of the system by insisting on objective, timely reviews and addressing employee concerns with due process. In addition, HR maintains employee records and ensures employee privacy.

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