Choosing Appraisal criteria

The appraisal should measure performance in accomplishing goals and plans as well as performance as a manager. No one wants a person in a managerial role appears to do everything right as a manager but who cannot turn in a good record of profit making, marketing, controllership, or whatever the area of responsibility may be. A “performer” in a managerial position who cannot operate effectively as a manager will not be able to satisfy the management of an organization. Some star performers may have succeeded through no fault of their own.

Performance in accomplishing goals:

In assessing performance, systems of appraising against verifiable pre-selected goals have extraordinary value. Given consistent, integrated, and understood planning designed to reach specific objectives, probably the best criteria of managerial performance relate to the ability to set goals intelligently, to plan programs that will accomplish those goals, and to succeed in achieving them. Those who have operated under some variation of this system often claim that these criteria are inadequate and that elements of luck or other factors beyond the manager’s control are taken into account when arriving at any appraisal. But, in too many cases, managers who achieve results owning to sheer luck are promoted, and others, who do not achieve expected results because of factors beyond their control, are blamed for failures. Thus, appraisal against verifiable objectives is, by itself, insufficient.

Performance as managers:

The system of measuring performance against pre-established objectives should be supplemented by an appraisal of a manager as a manager. Managers at any level also undertake non-managerial duties, and these cannot be overlooked. The primary purpose for which managers is hired and against which they should be measured. However, in their performances as mangers they should be appraised on the basis of how well they understand and undertake the managerial functions of planning, organizing, staffing, leading, and controlling. The standards to use in this area are the fundamentals of management, but first some traditional appraisal programs should be examined.

The problem of Management appraisal:

Managers have long been reluctant to appraise subordinates. However, in an activity as important as managing, there should be no reluctance to measure performance as accurately as possible. In almost all kinds of group enterprises whether in work or in play performance, is usually been rated in some way. Moreover, most people, and particularly people of ability, want to know how well they are doing.

It is difficult to believe that the controversy, the misgivings, and even the disillusionment that are still so widespread with respect to managerial performance appraisal have come from the practices of measuring and evaluating . Rather, it appears that they have arisen from the things measured, the standards used, and the way measurement is done.

Managers can understandably take exception, feel unhappy, or resist when they believe that they are evaluating, or being evaluated, inaccurately or against standards that are inapplicable, inadequate, or subjective. However, some light and hope have emerged in the past 30 years and offer promise of making evaluation effective. The interest in evaluating managers by comparing actual performance against present verifiable objectives or goals is a development of considerable potential.

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  • shruti singh

    different appraisal criteria

  • neha

    hello ..i am neha doing my internship in hr dept. my project is on performance appraisal..plz tell me how can we measure the effectiveness of the performance appraisal conducted in an organization.

  • mulugeta

    hii friends we are introducing with the help of consultant a coppetence based performance apprasal can any one help as how to do it please help.

  • mulugeta

    hii friends we are introducing with the help of consultant a competence based performance apprasal can any one help as how to do it please help.

  • satya

    need more information on Appraisal Process and other methods….

  • pallavi

    hey frnds i have a project on performance managaemnt in bpos..can ny1 tell me how performance appraisal is done in bpos

  • Hi ALL,

    I am from a print media organisation, which has come into operations.

    We are planning to have the appraisals done in the month of August, need help to find out as to what are the normal hikes prevailing in the market in print media companies, can anyone from Print Media give me the overall idea as per the categories.

    Its urgent

    Thanks in advance

    Poonam Mehra

  • Nishi

    can ny1 tell me how performance appraisal is done?

  • Ankur

    Dear Friends ,

    If you want to know about how appraisals are to be done and how to link it with reward and performace please mail me or call me on 9925000909—Regards


  • Sherin

    Can any one help me to find out appraisal criteria

  • Paramita Sinha

    I am a student of MBAand doing my Industrial Training Project on 360degree performance appraisal method. There is a heading where I have to give the objectives of choosing this topic. Can you please help me and tell me the objectives of selecting this topic?

    I will be highly obliged to you forever.
    Thanking you.

    Paramita Sinha
    MBA University of Kalyani