Conclusion & essential criteria for effective appraisals.

 

With previous blog topics, it has covered overall aspects of performance appraisals in to some extent.

Areas based on evolution, strengths, weaknesses, advantages, disadvantages, characteristics, importance and different types of performance appraisals have discussed within these blogs.

In addition to that, separate blog has allocated to discuss about practical scenarios on performance appraisals among bankers to comply with present employment.

At the time of conclusion, it is utmost important to give attention to what are the key criteria’s to maintain effective appraisal system.   

According to Piggot & Irvine, (2003) following criteria’s are the major elements to achieve Effective Appraisal system.

• Transparent and confidential 
• An educative process 
• Trust
• Integrated development and accountability 
• Well-resourced with Training & time 
• Based on objective, informative  data 
• Clear guidelines 
• Mutual respects 
• Beyond the superficial – on going and in depth 
• Independent from disciplinary aspects

Piggot & Irvine (2003) conducted three studies from 1996 to 2001 on the topic of performance appraisals. Based on the findings, the author mapped out aforesaid essential elements required to perform an effective performance appraisal.

Performance assessment is considered the most important human resource activity that is used to assist and develop the current performance of the staff by supervisors (Jabeen ,2011).

Armstrong (2006) assessed the role of performance appraisal as a tool to meet new challenges in the organization.

Daoanis (2012) discussed the importance of performance evaluation's role in the organization in ensuring that employees perform their assigned work according to the required standards.

Hence, considering aforesaid facts & previous blogs, performance appraisals are playing a crucial & vital role in employees and organizations as well.

 

List of references

Armstrong, 2006. (Handbook of Human Resource Management Practice © Michael new

york: Mc Graw Hill Book Co. ISBN 97807494 6964.https://doi.org/10.1108/ijppm.2013.07962aaa.003.

 

Daoanis, L, 2012.Performance Appraisal System: It’s Implication To Employee

Performance. International Journal of Economics and Management Sciences, 3, 55-62.

https://doi.org/10.1108/ijppm.2013.07962aaa.003

 

Jabeen, M, 2011.Impact of Performance Appraisal on Employees Motivation. European

Journal of Business and Management, 3(4). https://doi.org/10.12816/0019382

 

Piggot & Irvine E, 2003. “Appraisal training focused on what really matters”, The International Journal of Educational Management, Vol. 17 No. 6, pp. 254-61.