Maximizing the performance of organizations is the main issue for an organization (Bob cardy, 1997).
Good organization performance refers to the employee’s performance. Satisfactory performance of employees does not happen automatically. Managerial standards , Knowledge and Skill, Commitment and Performance appraisals effecting employee’s performance. But we are focusing on performance appraisal. The history of appraisal system Employee">performance appraisal is quite brief.
Its roots in the early 20th century can be traced to Taylor’s pioneering time and motion studies. The performance appraisal system start in practiced mainly in the 1940s and with the help of this system, merit rating was used for the first time near the Second World War as a method of justifying an employee’s wages (Lillian & Sitati,2011).
Many banks in Pakistan are strongly implementing performance management system to help them better manage their employee’s performance and in turn, it affects organizational performance.
Since performance appraisal is the key process through which work is accomplished, but it is considered the “weak point” of managing human capital (Pulakos, 2009).
... stakeholders: the employee and the organization. Outline the elements of good appraisal systems 1. Measurement vs. Management the performance measurement aspect of the performance appraisal system is a ... purpose of a performance appraisal system and how does it benefit the organization? The purpose of a performance appraisal system is the two basic systems operating in conjunction: ...
Therefore, it is very important to manage it effectively. (Armstrong, 2001) sees performance as behavior – the way in which organization’s teams and individuals get work done. (John Mooney, 2009) argued that performance is not just related to outputs, it is also related with actions and behaviors of employees that they adopted to achieve their given goals.
Dessler,2005) define performance appraisal as “evaluating an employee’s current and past performance relative to his/her performance standards” (Todd Grubb, 2007) says Performance appraisal is a process to evaluate how individual employees are performing and how they can improve their performance and contribute to overall organizational performance. (Beach, 2001) Performance appraisal is the systematic evacuation of employees according to their job and potential development. P? nar Gungor, 2011) says “Motivation is the capability of person to change behavior”.
Motivation is a driven force that leads and directed a person toward some specific goals. After employee selection, probably the most powerful tool managers have to examine employee’s performance and getting results is the performance appraisal. (Todd Grubb, 2007).
Performance appraisal involves an employee knowing what is expected of him and remain focused with the help of the upervisor, tells them how well they have done that motivates the employees toward the good performance (Casio, 2003).
Performance management is the process that requires high involvement and commitment from people in the organization, perceptions of the employees can highly affect organization outcome. The evaluation system identify the gap of performance (if any).
This gap is the problem that occurs when performance does not meet the standards that are set by the organization.
The feedback system tell the employee about the quality of his or her work performance (NCN report HR Department’2010).
Performance appraisal can enhance the benefits of organization, but apparently it is not delivering the benefits in many cases (John Mooney, 2009).
... processed they help close the gap between senior management, the organization and their employees. Appraisals can be used as tools ... I was provided recommendations for improvement during my performance appraisal." One respondent strongly disagrees and another disagrees while ... behavior. This in turn let's both management and subordinates develop a plan for correcting any deficiencies in the appraisal ...
The performance of employees usually include performance appraisal but there lay a largest gap between expectations and experiences in the current system (Elverfeldt, 2005).