Performance appraisal is a procedure by means of which an executive or authority scrutinizes and evaluates an employee’s work performance by judging it against the predetermined standards, then documents the outcomes of the evaluation, and utilizes the outcomes to present feedback to the employee to give him an idea about where perfections are considered necessary and why (Stone 2002, p.21).
The primary objective of performance appraisal is that it is engaged to establish who needs what training, and who will be promoted, demoted, retained, or dismissed. In other terms performance appraisal is a technique of reviewing and evaluating the quantitative and qualitative aspects of employees’ job performances over a specified period. According to the findings of the Industrial Society Survey (1997), cited by Nankeruis et al (1999, p.20), 90 percent of organisations operate a conventional top-down appraisal system.
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