Most managers today dislike the performance appraisal process and view it as an annual, traditional, time-consuming, burdensome, counterproductive, and a painful practice where they only spend a small amount of time at the end of the year collecting employee information and filling out appraisal forms. Reasons include the inconsistency in using performance appraisals within the organization, the ambiguity in distinguishing among the different levels of performance, and the poor linkage between the appraisal system and the need to develop better skills and competencies for employees. Yet what these managers don’t know is that performance appraisal when properly conducted is considered invaluable to the organization since it builds up employee objectives, links them to the corporate and strategic goals, identifies employee strengths and weaknesses, and legally explains to an employee how HR decisions were taken. For more information on how to strengthen the performance appraisal process and strategically link it with employee training and development, check out my article Linking Performance Appraisal to Training And Development: Case Study Example.
Posts Tagged ‘behavioral observation scale’
June 2nd, 2013 No comments
Categories: Human Resource Management
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