Traditional Methods of Performance Appraisal

transaction idea is a method of evaluating the behaviour of employees in the work spot, normally both the valued and qualitative aspects of billet doing. Performance here refers to the degree of accomplishment of the tasks that fasten up an individuals job. It indicates how well an individual is fulfilling the job demands. The tendency of surgical operation appraisal is to update the worker on his progress, gauge his expression and death penalty, praise good work, and note opportunities for improvement.A poorly conducted appraisal could urinate the worker to lose morale, but a constructive performance appraisal can encourage him to go above and beyond the call of duty. mass differ in their abilities and their aptitudes. There is always some difference amidst the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees argon necessary to understand each employees abilities, competencies and relative meri t and expenditure for the organization.Performance appraisal rates the employees in terms of their performance. The history of performance appraisal can be dated back to the 20th deoxycytidine monophosphate and then to the second world war when the merit rating was employ for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement.Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. The latest mantra being followed by organizations across the world being get paid according to what you domiciliate the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards the organizational goals.If the forge of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and give commissioning to the individuals performance. It helps to align the individual performances with the organizational goals and also check into their performance. Performance appraisal systems began as simple methods of income justification. That is, appraisal was used to check whether or not the salary or wage of an individual employee was justified.The influence was firmly linked to material outcomes. If an employees performance was found to be little than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. diminutive consideration was given to the developmental possibilities of appraisal, It was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to all improve or continue to perform well.