Document Summary

Success or failure of a performance appraisal program depends on the philosophy underlying it, its connection with business goals, and the attitudes and skills of those responsible for its administration. Performance appraisal: a process typically delivered annually by a supervisor to a subordinate, designed to help employees understand their roles, objectives, expectations and performance success. Performance management: process of creating a work environment in which people can perform to the best of their abilities. Purposes of performance appraisal: administrative purposes: compensation decisions, promotion, transfer, and layoff decisions, paper trail, developmental purposes. Reasons appraisal programs sometimes fail: lack top-management information and support, unclear performance standards, use of program for conflicting purposes, too many forms to complete. What are the performance standards: help translate organizational goals & objectives into job requirements that convey acceptable and unacceptable levels of performance to employees. Strategic relevance: extent to which standards relate to the strategic objectives of the organization.