Considering Relevant Objectives

for Performance Appraisal

Mahmood Qasim

Mahmood Qasim

To establish the relevance of objectives in performance appraisal it is important to

consider in the light of organizational objectives.

Mahmood Qasim

APPRAISAL&

MANAGEMENT STYLE

There are number of tools available to evaluate

performance of employees but the best result can only be

yield if the appraising tool is matched with the

management style prevailing in the organization.

Mahmood Qasim

APPRAISAL&

COMMUNICATION

Appraisal is a refined form of corporate communication therefore it has a rightful place in an organization’s communications policy.

However it would not do any good if appraisal is introduced

to improve poor communication.

Mahmood Qasim

Appraisal&

Motivation

How individuals are managed has a direct relevance to how

motivated they are likely to be. For managers who take the

motivation of their staff seriously, performance

appraisal is an indispensable tool.

Mahmood Qasim

APPRAISAL&

REWARD

There is something fundamentally right about

allowing those who achieve more and contribute more in an

organization to reap a larger proportion of the rewards it has

to offer.

Mahmood Qasim

APPRAISAL&

REWARD

Money

As a basis for distributing pay, a performance appraisal scheme can be helpful, particularly if it concentrates on quantifiable

standards and targets.

Mahmood Qasim

APPRAISAL&

REWARD

Promotion

The concept of discussing promotion potential and career

planning has always been warmly welcomed by

employees.

Mahmood Qasim

APPRAISAL&

REWARD

An Employment Benefit

A company in south-east England advertised “staff

appraisal” alongside items such as health schemes, subsidized

lunches and season ticket loans, as an employment benefit.

The organization demonstrated faith enough in appraisal by advertising it as a benefit.

Mahmood Qasim

APPRAISAL&

PERFORMANCE STANDARDS

Discussing and agreeing standards of performance is an ongoing part of the manager’s job, as is continual assessment

and considering how to maximize performance

potential. Appraisal is a formal extension of this responsibility.

Mahmood Qasim

APPRAISAL&

PLANNINGPlannig current and future

staffing needs is a legitimate aim in performance appraisal.

Mahmood Qasim

APPRAISAL&

PLANNING

Manpower Planning

Consistently applied across an organization, performance

appraisal should give wealth of data about who is in the right job, who wants to change jobs and who should be considered for development or promotion.

Mahmood Qasim

APPRAISAL&

Planning

Job Content

Appraisal is an ideal situation in which to discuss and recognize changes in job content which

have not been previously formalized.

Mahmood Qasim

APPRAISAL&

PLANNING

Evaluating Trends

Appraisal can be extremely useful in highlighting certain trends. Managers can learn a

great deal about the impact of their management style and

practices, and how they might make changes for the better.

Mahmood Qasim

APPRAISAL&

RECORD KEEPING

Maintaining records of performance appraisal is

essential. New managers may need to refer to it for various

reasons.Records help in designing action plans, it comes very handy if an

employee claims unfair dismissal.

Mahmood Qasim

APPRAISAL&

STAFF RETENTON

Both continuous and formal appraisal must be seen as a way of identifying problems before

they reach the point of no return and another employee ends up as a statistic on the

labor turnover analysis.

Mahmood Qasim

APPRAISAL&

IT’S BENEFITS

Considering the objectives of performance appraisal in the

context of managing people is to consider its many benefits.

These benefits will apply in varying proportions to

organizations, to managers and to individuals.

Mahmood Qasim

Thank you