A process or set of processes for establishing shared understanding about what is to be achieved, and managing and developing people in a way which increases the probability that it will be achieved in the short and longer term.
To establish a culture in which individuals and groups take responsibility for the continuous improvement of business processes, and of their own skills and contributions.
Measure an employee’s performance without comparing with any other employee
Evaluating an employee’s performance by comparing the employee with other employee
This performance appraisal method includes mutual objective setting and evaluation based on the attainment of specific objectives
Essay appraisal: A performance appraisal method whereby an appraiser writes a narrative about the employee.
Critical incidents: Significant job related behaviours.
Checklist appraisal: A performance appraisal type in which a rater check off the attributes of an employee that apply.
Graphic rating scale: A performance appraisal method that lists a number of traits and a range of performance for each.
Behaviorally-anchored rating scale: A performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance. The evaluator appraises behaviors rather than traits.
Group order ranking: A relative standard of performance characterized as placing employees into a particular classification such as the „top one-fifth.”
Individual ranking: Ranking employee’s performance from highest to lowest.
Paired comparison: Ranking individual’s performance by counting the number of times any one individual is the preferred member when compared with all other employees.
Tha basic elements of performance management
Reflects an organization’s key values with regard to management of people.
A system in place for the review of individual performance.