Chapter 2 Objectives of Performance appraisal
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Considering Relevant Objectives
for Performance Appraisal
Mahmood Qasim
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Mahmood Qasim
To establish the relevance of objectives in performance appraisal it is important to
consider in the light of organizational objectives.
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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.
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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.
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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.
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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.
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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.
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Mahmood Qasim
APPRAISAL&
REWARD
Promotion
The concept of discussing promotion potential and career
planning has always been warmly welcomed by
employees.
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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.
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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.
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Mahmood Qasim
APPRAISAL&
PLANNINGPlannig current and future
staffing needs is a legitimate aim in performance appraisal.
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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.
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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.
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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.
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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.
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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.
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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.
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Mahmood Qasim
Thank you