Performance Appraisal Process Performance appraisal can be undertaken either on informal basis or on formal an d systematic basis.

In comparatively smaller organizations appraisal either base d on traits or performance or a combination of both, is done informally through the observation of concerned employees. In larger organization, appraisals are more systematic as evaluation reveals lot of useful information. Defining objectives: The first step in the systematic appraisal system is to def ine the objectives of the appraisal itself. Appraisal is used for different purp oses from motivating the appraise to controlling their behavior. In each case, t he emphasis on different aspects of appraisal differs. For example, reward provi ding appraisal, such as salary revision or promotion offers from appraisal for t raining and development. Defining appraisal norms: Appraisal is done in the context of certain norms or s tandards. These may be in the form of various traits of the apprises or their ex pected work performance results. Since one of the basic long-term objectives is to improve performance, appraisal is more performance oriented. Hence performanc e norms are to be specified in the beginnings of the period for which appraisal is concerned. Designing appraisal programme: In the design for appraisal programme, types of p ersonnel to act as appraisers, appraisal methodology and types of appraisal are all to be decided. Ideally speaking all personnel of the organization should be covered by the appraisal system. But generally various organizations keep lower level employees out of the purview of formal appraisal. Generally, the superior concerned appraises his subordinates. However, the present trend in appraisal su ggests the concept of 360 degree appraisal, which involves appraisal by the appr ises himself known as self appraisal. The next issue is the methodology to be us ed in appraisal system. Should it be through structured forms and questionnaire or personal interview of the appraises or a combination of both is to be decided . Along with this the time period and tuning of the appraisal should be decided. Implementation: In implementing appraisal programme, the appraisal is conducted by the appraisers and they may also conduct interview if it is provided in the a ppraisal system. The results of the appraisal are communicated to HR department for follow up actions which should be oriented towards the objectives of the app raisal. Appraisal feedback: Appraisal feedback is the most crucial stage in appraisal pr ocess. If they are rated high or performance highly applauded, naturally they ar e happy and feel their self esteem is high. On the other if they are rated low t hey resent, cry and may even be ill-tempered. But the fact is fact. Even in such cases, their plus points should be listed out. Their weaknesses may be put clea rly through counselors and advised. Post Appraisal action Rewards, promotions, training and patting on the back foll ows in the post appraisal action