Performance Appraisal And Competency Based Appraisal System
Performance Appraisals:
Due to the growing focus on the personnel’s development, there is an increasing concern regarding the use of effective assessment methods. Performance appraisals are being used by a large number of organizations for assessing their employee’s performance and its effects on the organization as a whole. Similarly, universities make use of the assessment methods to assess the learning of their students. Despite the Popularity of performance appraisals there is an ongoing debate regarding the effectiveness of the assessment methods and use of performance appraisals (Schraeder, Becton & Protis, 2007). This believe can be further strengthen up by the research done by Clinton O & Stephen J, which shows that less that 20 percent of the performance appraisals are proved to be effective predictors of employee’s performances.
Positive impacts of Performance Appraisal:
Performance appraisal has a very important role to play in managing individual and group performances (CIPD). There is a considerable amount of agreement among managers and researches about the positive impacts of personnel rating and evaluation of performance. Performance appraisals can proved to be very helpful and successful if they focus primarily on the improvement of organizational performance as a whole, and especially if it’s attributes are in line with those of the organizational aims and goals (Schraeder, et al., 2007).
The significance of performance appraisals has been discussed in various studies by different authors, for example Larson (1984) described the feedback as integral part of the control system of any organization and this view point is also supported by other authors (Morris et al., 1991; DeCarlo and Leigh, 1996) in their findings, they defined performance appraisals as one of the most important job responsibilities of the line managers (Pettijohn, Parker, Pettijohn and Kent, 2001). There are number of potential...
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