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Dear Grace,
There is no such latest method for carrying out Performance Appraisal....
You can go to the following links which can help you out:
www.mumbaispace.com/performanceappraisal/performance-appraisal- process.htm
performance-appraisals.org/performancetools.htm
From India, Mumbai
There is no such latest method for carrying out Performance Appraisal....
You can go to the following links which can help you out:
www.mumbaispace.com/performanceappraisal/performance-appraisal- process.htm
performance-appraisals.org/performancetools.htm
From India, Mumbai
Performance appraisal - Traditional approach
Traditionally, performance appraisal has been used as just a method for determining and justifying the salaries of the employees. Than it began to be used a tool for determining rewards (a rise in the pay) and punishments (a cut in the pay) for the past performance of the employees.
This approach was a past oriented approach which focused only on the past performance of the employees i.e. during a past specified period of time. This approach did not consider the developmental aspects of the employee performance i.e. his training and development needs or career developmental possibilities. The primary concern of the traditional approach is to judge the performance of the organization as a whole by the past performances of its employees
Therefore, this approach is also called as the overall approach. In 1950s the performance appraisal was recognized as a complete system in itself and the Modern Approach to performance appraisal was developed.
Performance appraisal - Modern approach
The modern approach to performance development has made the performance appraisal process more formal and structured. Now, the performance appraisal is taken as a tool to identify better performing employees from others, employees’ training needs, career development paths, rewards and bonuses and their promotions to the next levels.
Appraisals have become a continuous and periodic activity in the organizations. The results of performance appraisals are used to take various other HR decisions like promotions, demotions, transfers, training and development, reward outcomes. The modern approach to performance appraisals includes a feedback process that helps to strengthen the relationships between superiors and subordinates and improve communication throughout the organization.
The modern approach to Performance appraisal is a future oriented approach and is developmental in nature. This recognizes employees as individuals and focuses on their development.
A Cognitive Approach to Performance Appraisal
A Cognitive Approach to Performance Appraisal is the account of a meticulous and extensive research program into rater cognitive processes and their effects on performance appraisal decisions. Angelo DeNisi has conducted over 30 experiments both in the laboratory and in real-life situations to investigate such important topics as the role of rater memory and the effect of liking some employees more than others. It is also the story of long-term research: the high and low points, the successes and the pitfalls, and the differences between work in the laboratory and the real world. A Cognitive Approach to Performance Appraisal is relevant to all those researching in organizational psychology, especially in the field of appraisal. It will also be of interest to all psychologists whose work in the lab is criticized as of little use in applied settings, as it shows how the move from lab to field may be successfully undertaken.
The benefits of performance appraisal in the business world have caused an upsurge of books and programs for use in management, but few of the methods described bother to verify that the underlying psychology on which they are based holds true. "A Cognitive Approach" "to Performance Appraisal" is a careful and thorough investigation of appraisal decisions. The evidence described will be invaluable to all those involved in assessing the validity of particular performance 'packages' for use by themselves or their clients and to other researchers in appraisal techniques.
From India, Udaipur
Traditionally, performance appraisal has been used as just a method for determining and justifying the salaries of the employees. Than it began to be used a tool for determining rewards (a rise in the pay) and punishments (a cut in the pay) for the past performance of the employees.
This approach was a past oriented approach which focused only on the past performance of the employees i.e. during a past specified period of time. This approach did not consider the developmental aspects of the employee performance i.e. his training and development needs or career developmental possibilities. The primary concern of the traditional approach is to judge the performance of the organization as a whole by the past performances of its employees
Therefore, this approach is also called as the overall approach. In 1950s the performance appraisal was recognized as a complete system in itself and the Modern Approach to performance appraisal was developed.
Performance appraisal - Modern approach
The modern approach to performance development has made the performance appraisal process more formal and structured. Now, the performance appraisal is taken as a tool to identify better performing employees from others, employees’ training needs, career development paths, rewards and bonuses and their promotions to the next levels.
Appraisals have become a continuous and periodic activity in the organizations. The results of performance appraisals are used to take various other HR decisions like promotions, demotions, transfers, training and development, reward outcomes. The modern approach to performance appraisals includes a feedback process that helps to strengthen the relationships between superiors and subordinates and improve communication throughout the organization.
The modern approach to Performance appraisal is a future oriented approach and is developmental in nature. This recognizes employees as individuals and focuses on their development.
A Cognitive Approach to Performance Appraisal
A Cognitive Approach to Performance Appraisal is the account of a meticulous and extensive research program into rater cognitive processes and their effects on performance appraisal decisions. Angelo DeNisi has conducted over 30 experiments both in the laboratory and in real-life situations to investigate such important topics as the role of rater memory and the effect of liking some employees more than others. It is also the story of long-term research: the high and low points, the successes and the pitfalls, and the differences between work in the laboratory and the real world. A Cognitive Approach to Performance Appraisal is relevant to all those researching in organizational psychology, especially in the field of appraisal. It will also be of interest to all psychologists whose work in the lab is criticized as of little use in applied settings, as it shows how the move from lab to field may be successfully undertaken.
The benefits of performance appraisal in the business world have caused an upsurge of books and programs for use in management, but few of the methods described bother to verify that the underlying psychology on which they are based holds true. "A Cognitive Approach" "to Performance Appraisal" is a careful and thorough investigation of appraisal decisions. The evidence described will be invaluable to all those involved in assessing the validity of particular performance 'packages' for use by themselves or their clients and to other researchers in appraisal techniques.
From India, Udaipur
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Performance Appraisal Form for Staff.doc