managerment

In Focus : Performance Appraisal

The introduction of performance appraisal and the continuous application of such process whether to maximize time efficiency , asses an employee 's capacity , or define rewards and awards an employee must have , brings debate over different company circles within different companies across the globe . On one hand , a circle that believes that time management increases the potential of an employee to maximize his or her capacity and on the other , one that believes that time management deprives or abuses an employee or a subordinate of his or her rights

, which often occurs due to the misuse of such process

Performance appraisal , since the 20th century . The idea of performance appraisal initially started from the study of Frederick Taylor in 1911 Taylor , studied how energies of a steel industry could be efficiently maximized , he argued that even the most basic , mindless tasks could be planned in a way that dramatically would increase productivity , and that scientific management of the work was more effective than the "initiative and incentive " method of motivating workers (www .netmba .com :2007 . Taylor popularized time studies also known as time and motion studies wherein he timed a worker 's sequence of activities through a stopwatch . As time went on , different perspectives which have affected the world , giving of considerations on corporate integrity and ethics , corporate social responsibility , and other corporate responsibility concepts changed the perspectives of corporations in terms of human development and corporate growth (from man machine , and man human being ) are part of this . The formal procedures of performance appraisal however date back to the time after the Second World War , about 60 years ago . At present , performance appraisal is employed by different corporations to maximize efficiency and identify the strengths and weaknesses of an employee

Objectives of Performance Appraisal . The objectives of a performance appraisal depends upon the goals of a corporation , however , its aim in general is to provide the following : 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 (and ) Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements (en .wikipedia ,org , 2007 . Different methods of conducting performance appraisal are present at today 's corporations , some methods are more intensive in quantitative analysis , while some are intensive in qualitative analysis and their methods . There are two methods popularly used as performance appraisal process , these are Management by Objectives and the 360 Degree Appraisal

Management by Objectives . Management by objectives is a performance appraisal technique used by most corporations and other organizations and institutions such as the United States Air Force . It was described by Peter Drucker , in John Tarrant 's Book (1976 :78 ) as the system of management by objectives can be described as a process whereby the superior and subordinate managers of an organization jointly identify its common goals...