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Unit 5: Appraising and Evaluating People in the Organization

Post Appraisal Interview Notes

After appraisal, an interview with the employee should be arranged. It is necessary to supply
feedback, to know the difficulties under which the employees work and to identify their
training needs. The appraiser should adopt a problem solving approach in the interview and
should provide counselling for improving performance.

Periodic Review
The system should be periodically evaluated to be sure that it is meeting its goals. Not only
is there the danger that subjective criteria may become more salient than the objective
standards originally established, there is the further danger that the system may become
rigid in a tangle of rules and procedures, many of which are no longer useful.

Not Vindictive in Nature
It should be noted by the executives at the helm of affairs of the organizations that the aim
of performance appraisal or any system for that matter is to improve performance,
organizational effectiveness and to accomplish organizational objectives and not to harass
the employees and workers of the organizations who are the vital human resources without
whose help nothing can be achieved.

From November 2004 to February 2005, the performance appraisal and
employee management training was provided by Dick Grote to 1,000
managers and supervisors.

5.3 Methods or Techniques of Performance Appraisal

A number of different performance appraisal methods or techniques are available for
evaluating the performance of the employees. These methods try to explain how management
can establish standards of performance and devise ways and means to measure and evaluate
the performance. There is no foolproof method of evaluating the performance of employees.
Every method suffers from certain drawbacks in spite of some merits. These methods can
broadly be divided into traditional and modem methods. Performance Appraisal methods
have been illustrated in Figure 5.2.
5.3.1 Traditional Methods

These methods are the old methods of performance appraisal based on personal qualities
like knowledge, capacity, judgment, initiative, attitude, loyalty, leadership, etc. The following
are the traditional methods of performance appraisal:
Unstructured Method of Appraisal

Under this method, the appraiser has to describe his impression about the employee under
appraisal in an unstructured manner. This is a simple method of performance appraisal. The
rather has to list his comments specifically on qualities, abilities, attitude, aptitude and other
personal traits of the employees. This makes the method highly subjective in nature.

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