WHAT IS PERFORMANCE EVALUATION AND PERFORMANCE APPRAISAL???

Employee performance evaluation

It is a way to motivate the employees of an organisation which has the ability to enhance their quality of work and satisfaction.

It can be identified as the best method or process to understand the performance of an employee, comprehend their abilities and inabilities, guide them through their issues and help them overcome them.

Performance evaluation is also an perfect method to understand how the organisation is operating and how can they enhance their progress strategically using the human factor. This is also the basic way of identifying the best performers, rewarding them and determining their bonuses and increments. 

Performance evaluation is how an organisation can identify the employees who are beneficial to the organisation and groom them as future successors.

A strategic process of performance evaluation always consists of various methods to comprehend an employees performance. Without using the same techniques and methods to every individual, it is better to obtain data and results from various ways to get a wider perspective of performance in different levels of employment as the criteria used for some employees in a different department may not be effectively evaluating another department's performance.

The main objectives of employee performance evaluations are: 

• to reward employees for achieving the  organisational objectives 
• to identify unachieved objectives and develop an action plan for the beneficial of the organisation in future. 

This showcases that employee evaluation is not only beneficial to the organisation, but also to the employee. Even though there are many methods to identify the achievement of employees, the most commonly used method at present are employee appraisals. 

Performance appraisal 

It is a strategical and a structured method to understand the performances of employees in an organisation. It may comprise of the key areas of which he/she is going to be evaluated to get a clear and specific idea of the missing flaws and ways to improve them individually. 

One of the major importance of performance appraisals is the evaluation of individual accomplishments that has been fruitful to the organisation and reward them accordingly. 

Performance appraisals let the employees understand their situation in the organisation and can be used as a guide to make their own career paths.  

The performance process which enhances the employee-superior communication can be used to build up good relations and minimise the barriers in-between. 

In a good performance appraisal process the employee also gets to defend their functional benefits make adjustments if necessary.

Because of this, the performance appraisal is a must for all organisations in any industry.

Mentioned below are some definitions given by various scholars about performance appraisals.

Randall S. Schuler (2001) stated "Performance appraisal is a formal, structured process of evaluating employee’s job, his/her organisational behaviour and outcome, to discover the capacity and the reasons for the achievements or non-achievements realising how the employee can perform more effectively and efficiently in the future". 

Dale Yoder said, ''Performance appraisal consists of all formal procedures used to asses individual personalities, contributions to the organisation and individual potentials of team members in an organisation. It is also a process that needed to be continued to gather necessary information to adjust objective decisions of each employee separately".

Performance appraisal is also defined as “the procedure which can identify, evaluate, and develop the work performance of team members in an organisation, so that organisational targets and objectives are effectively achieved which also benefits employees as it provides room for recognition, provide feedback and career guidance" (Lansbury, 1988). 

Therefore the performance appraisal is the most effective tool to determine whether employee should be promoted or demoted when considering their overall performance.

REFERENCES

·      Bidnur, K. S., 2016. Performance Appraisal: A Benefaction or a Ruination?. International Journal of Scientific and Research Publications, January.6(1)..

·      Jackson, S. E. & Randall, S. S., 2001. Managing Individual Performance:A Stratergic Perspective. December.

·      Lansbury, R. (1988). Performance Management: A Process approach. Asia Pacific Journal of Human Resources, Vol. 26(2).