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Security Management
home page > Unit 8: Performance Appraisal
POP QUIZ: which would you prefer:
- hanging by your fingernails over a 2,000' chasm above a roaring river
- OR having your boss evaluate your job performance?
- What is Performance Appraisal?
- What are its benefits?
- Performance Appraisal's drawbacks
- Designing an appraisal system
- Types of Appraisals
- Administering Performance Appraisal systems
- Legal Issues
What is Performance Appraisal?
- systematic review of how well employees are performing
- both a source of information for management and feedback instrument for employees
- also can help motivate employees and improve their satisfaction levels.
- has
been called the "most complex activity in human resource
management" (Robert, 1998) & "most important of
the four components of effective human resource management, as
it is a prerequisite for the selection, training, and motivation
of employees." (Latham and Wexley, 1994) (my emphasis)
- at its best, is a dynamic, continuous process that is linked to the organization's basic philosophy and mission.
- also a form of personal and
corporate accountability:
- individual's performance is judged in comparison to organizational goals and, sometimes, to other employees
- it's a way of justifying to stockholders that employees are productive
- can protect from legal issues and can be a tool in disciplinary actions
- Primary purpose is to "establish
clear expectations and understandings about:
- the employee's essential job functions;
- how the employee's job contributes to the overall achievement of work and company goals;
- what doing the job well means in concrete terms;
- how employee and supervisor will work together to maintain, improve and build on existing employee performance
- how job performance will be measured;
- how barriers to performance will be identified and removed."