Performance Management

Performance Appraisal - Definition and Uses

Administrative and Developmental Uses of Performance Appraisal

Performance appraisals are used to assess an employee’s performance and provide a platform for feedback about past, current, and future performance expectations. Performance appraisal is variously called employee rating, employee evaluation, performance review, performance evaluation, or results appraisal. Performance appraisals are widely used for administering wages and salaries, giving performance feedback, and identifying individual employee strengths and weaknesses.

Roles in Performance Management

Leaders roles change and they are required to adopt additional roles in the Performance Management Process. Some of the roles identified include Champion for change, performance management advocate, and performance coach. Leaders as change champion are entrusted to improve business performance by taking initiative and through identification of key success details for building performance capacity. For the purpose of successfully building capacity of performance management and improvement seven key skills are identified. Firm leaders must:

Improving Performance Management


People, Functions and Organizations have changed over period of time and have learnt a lot about leadership role, supervisors effectiveness, human productivity, employee job and motivation and support required with respect to performance management. This has led to the evolution of performance management as a process i-e is more efficient and effective. New models have come up, these models incorporate numerous human resource management theoretical frameworks, for instance motivation,

Impact of HRM on Performance


The distinctive feature of HRM is its assumption that improved performance is achieved through the people in the organization.’ (Guest, 1997) conditional therefore for performance improvement is that Organisation makes policies and processes that would facilitate HR at work, it could be assumed that Human Resource would have a substantial impact on the business performance.

Differences between Performance Appraisal and Performance Management

The need for  performance management was never as important as it is today, the world of business is witnessing immense change, with the focus of Business, Employees and Customers seeing a transformation. Business wants their employees to be on the peak of their performance in serving the customers. Performance management is based on the principle of management by agreement or contract rather than management by command. It emphasizes development and the initiation of self-managed learning plans as well as the integration of individual and corporate objectives.

Introduction to 360 Degree Feedback


360 feedback/multi rater feedback is the assessment of employees by supervisors, subordinates, peers, and in some cases customers.

Advantages and Disadvantages of 360 Degree Feedback


360 degree feedback is a multi source assessment, where individual’s performance is assessed and feedback is recorded from a number of people that may include Managers, Subordinates, Colleagues and customers.  The assessment in the feedback takes the form of rating against certain performance dimension. When the feedback is from the subordinates to the managers, it is referred to as 180 degree feedback. Common use of 360 Degree feedback is for

How to Develop 360 Degree Feedback


Step 1: Define the Objectives of the feedback process, what is to be attained through the process. Step 2: Decide on the recipients of the feedback

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