Professional Documents
Culture Documents
and “average” performance may not be an easy decision. Besides that, superior might also tend
to judge the work performance of their subordinates informally and arbitrarily especially without
the existence of a system of appraisal. In this paper, we propose a performance appraisal system
using multifactorial evaluation model in dealing with appraisal grades which are often express
vaguely in linguistic terms. The proposed model is for evaluating staff performance based on
Managers consistently work to effectively and efficiently manager the performance of the
workforce, but, how does an organization capture the concept of performance appraisal
effectiveness? How do organizations decide if they are getting what they want from their
Performance appraisal offers an excellent opportunity - perhaps the best that will ever
occur - for a supervisor and subordinate to recognize and agree upon individual training and
development needs.
work skills can become very obvious - even to those who habitually reject the idea of training for
them.
Performance appraisal can make the need for training more pressing and relevant by
From the point of view of the organization as a whole, consolidated appraisal data can
form a picture of the overall demand for training. This data may be analyzed by variables such as
sex, department, etc. In this respect, performance appraisal can provide a regular and efficient
by the employees.
• To judge the effectiveness of the other human resource functions of the organization such