Elements in the performance appraisal process


At one stage performance appraisal relied mainly on assessment of personality characteristics. Subordinates were being appraised by their superiors on the extent to which they exhibited characteristics like tact, willingness, enthusiasm, and maturity. Managers were being put in the position of psychologists and required to make subjective ratings without any point of reference except their own opinion. More recent thinking has resulted in an approach which says that there are two important aspects in performance appraisal namely inputs and outputs

1. Inputs: What the individual brings to the job in terms of attributes, behavior, skills and knowledge are inputs.

2. Outputs: The results achieved in terms of outputs or outcomes are referred to as outputs.

Expectations are expressed in terms of objectives, standards, standards, targets or competence and appraisal is made on the basis of inputs and outputs.

Methods Used in Appraisal

Three different approaches exist for appraisals. Employees can be appraisal against absolute standards, relative standards and objectives. In cases where absolute standards are used, the employees are not compared with any other person while in the second category of appraisal methods using relative standards, individuals are compared with other individuals. The third approach makes use of objectives. Employees are evaluated by how well they accomplish a specific set of objectives that have been determined to be critical in the successful completion of the job.

When Appraisals should Take Place

Most large organizations hold formal appraisal discussions annually, while some fast moving organizations prefer to have them twice a year. When employees are working on projects, there may be an appraisal after each assignment has been completed.

Ensuring that Appraisal is a continuous Process

To ensure that appraisal is not just seen as a once-a-year event to be got over as quickly as possible it is necessary to emphasis the continuing nature of the process on briefing and training. Performance appraisal should not be imposed on managers as something special they have to do. It should be treated as a natural process which all managers carry out.

Performance appraisals are an integral part of every organization and if they are properly developed and implemented, they can help the organization achieve its goals by developing productive employees.

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  • hi

  • Samarth

    can I have your contact details?Need to clarify some points.

  • nanda

    very gud guidence to budding HR’s

  • Raghib Hassan

    Kindly Send me Appraisal Format. I have never tried it. So would be very much thankful to you.

  • Mausam Joshi

    good guidance and material. pls give me some tips on framing a PA Format as i wanna implement in my org. Also let me know the difference between performance Management & Performance Manangement

  • HI

    friend can u send me appraisal form

  • Nabeela

    thank you very much sir, this is great help for students likes us who are doing MBA.sir can u plz send ur contact details so that i can know more about HR.

  • janki

    I need a appraisal format,

  • tilak

    very gud guidence and very helpfull to HR persons.

  • Bhagwan Tolani

    I have one query regarding terms and condition for written resgination. Means I wish to ask, that if employer has not given any kind of appointment letter in written to the employee, in that case is employee bound to give resignation in written while he has worked only for just 23 days in the organization?

    Pls reply ASAP


  • ruchi bhatnagar

    can you tell me what is 90 degree performance appraisal.and can you send me appraisal form.

  • hi, please send me the appraisal document

  • Vidisha Purohit


    Kindly send me Performance evaluation criteria.


  • avinash r kumar

    pls send me a formet for production employee apperaisal

  • Swarna Kumar


    I would like to know what are the methods of performance appraisal and how and where are they implemented.



  • hi i want to know how to use data in a project report n where i have to use it

  • pratiha


    Pls send me ur appraisal


    pratibha singh

  • sumit

    any body pls send me method of perfomance appraisals used by any orgasigation.also performance apprasals they were used in past and current

  • beanard

    performance appraisal as the name “appraisal” sound means value or worth of something in particular, so performance apprraisal is the worthness of employee in the organisation. but the question arise? how to determine the worthness of employee from the other. that were the supervisor come in. but how effective is the supervisor result? that the turning point wherte many manager have to look inorder to get the required result in an organisation.

  • hi!

    can ny one provide me with a format for appraisal of an employee



  • Hemant Gairola

    Pls. update Sales Performance Appraisal can we include sales figure or not or just only accopmlishment total % achievement..??

  • soumya


    Thanx dear… it was very helpfull for me

  • yagnesh


    this is useful information but i think that its not fully detailed.so please put all detailed.


    yagnesh hr mba

  • O Atanda

    Please i want to find out if employee are entitled to view the appraisal after it must have been filled by their Heads of Department. If No how do you communicate the flaws and areas they need to work on?

    Thank u.

  • Mohammad Yakoob Pasha

    I Need Performance Appriasal staff form can u send any one…………..