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Performance appraisal, also known as employee appraisal, is a method by which the performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). The roots of performance appraisal can be found in Frederick Winslow Taylor's time and motion study^{[citation needed]}. Performance appraisal is a part of career development. Image File history File links Merge-arrows. ... Performance measurement is the use of statistical evidence to determine progress toward specific defined organizational objectives. ... Buskers perform in San Francisco A performance, in performing arts, generally comprises an event in which one group of people (the performer or performers) behave in a particular way for another group of people (the audience). ... Employment is a contract between two parties, one being the employer and the other being the employee. ... For the Talib Kweli album Quality (album) Quality can refer to a. ... Quantity is a kind of property which exists as magnitude or multitude. ... In economics, business, and accounting, a cost is the value of inputs that have been used up to produce something, and hence are not available for use anymore. ... Frederick Winslow Taylor Frederick Winslow Taylor (March 20, 1856 to March 21, 1915) was an American mechanical engineer who sought to improve industrial efficiency. ... This article needs to be wikified. ... In organizational development (or OD), the study of career development looks at: how individuals manage their careers within and between organizations and how organizations structure the career progress of their members, can be tied into succession planning within some organizations. ...

Performance appraisals are a regular review of employee performance within organizations.

Generally, the aims of a scheme are:

• Give feedback on performance to employees.
• Identify employee training needs.
• Document criteria used to allocate organizational rewards.
• Form a basis for personnel decisions-salary (merit) increases,promotions, disciplinary actions, etc.
• Provide the opportunity for organizational diagnosis and development.
• Facilitate communication between employee and administrator.
• Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.

A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes. Employees are also allowed the opportunity to assess the person (manager) at the same time. this is known as 3600 appraisal

The most popular methods that are being used as performance appraisal process are:

• Management by objectives (MBO)
• 360 degree appraisal

Management by Objectives (MBO) is a process of agreeing upon objectives within an organization so that management and employees buy in to the objectives and understand what they are. ... In human resources, 360-degree feedback, also known as multi-rater feedback, multisource feedback, or multisource assessment, is employee development feedback that comes from all around the employee. ...

References

External links

• [1], Blue Ridge Learning Centers, Inc.
• Negotiated Approach to Performance Appraisal, University of California
• Employee Appraisal, Business help.

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