Performance Appraisal Method

In: Business and Management

Submitted By shahrinasaid
Words 4112
Pages 17
EFFECTIVE PERFORMANCE APPRAISAL by Gregory D. Rankin and Brian H. Kleiner
California State University, USA

Introduction In conducting our research for this article, we discovered that the area of performance appraisal is one of the most complex and important issues currently faced by organisations in both the public and private sectors. In fact, the subject of "performance appraisal" has become something of a joke to most government employees. There is no shortage of approaches to performance appraisal — rating scales, objective-setting (e.g., MBO), critical incidents techniques, "behaviourally anchored rating scales" (BARS) and many others are currently in use. In the end, however, all have their imperfections, and the difficulty for those who must develop a performance appraisal system for their organisations is in deciding which approach seems most likely to meet all their objectives in their own particular circumstances[1]. In the final analysis, there appears to be no one "best" method of performance appraisal — just as there is no one "best" leadership style. In spite of this fact, however, there are some elements which are common to all effective performance appraisal systems, regardless of the actual method(s) used in the system. These elements will be discussed shortly. However, before examining these common links, a brief overview of performance appraisal as it is currently practised in American organisations is in order.

Current Trends in Performance Appraisal
As previously noted, controversy over the "best" performance appraisal system continues. The dilemma was highlighted in the 19 May 1980 issue of Business Week where the editors concluded that managers want a system "that will pinpoint specific marginal behaviour that should be reinforced or discontinued, serve as a personnel development tool, provide a realistic assess­ ment of an employee's…...

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