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• W3121777314 abstract "IntroductionPerformance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee (Chouhan et al., 2013; and Verma and Chouhan, 2014). It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development (Jacobs et al., 1980). Performance appraisal is a structured system of measuring and evaluating employee's job-related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization, and society are benefitted (Flippo, 1984). Jacobs et al. (1980) explained performance appraisal as a systematic attempt to distinguish the more efficient workers from the less efficient ones and to discriminate among the strengths and weaknesses an individual has across many job elements. These measurements are normally done by the direct supervisor of the workers and can serve different organizational purposes (Baron and Armstrong, 1998). Performance Appraisal System (PAS) is used as a measure for increasing the effectiveness of organizations by improving the performance of the employees and developing the capabilities of teams and individual contributors (Baron and Armstrong, 1998). It also includes all formal procedures used to evaluate personalities, their contribution and potential of group members in a working organization. It can also be seen as a continuous process to secure the information necessary for making correct and objective decisions on employees (Yoder, 1967).Performance appraisal is a two-way communication process which involves active communication between employees and supervisors about performance (Cleveland et al., 2003). The performance of the employees is evaluated by their supervisors, peers or outside sources like customers and employees themselves. A crucial element of a performance management system is monitoring the area where change is required and which will in turn produce the desired behavior that will produce improved performance (Lemieux-Charles et al., 2003; and Fryer et al., 2009). It is a powerful tool to calibrate, refine and reward the performance of the employee (Briscoe and Claus, 2008). Appraisal may be measured against factors like job knowledge, quality of output, initiative, leadership abilities, supervision dependability, cooperation, judgment, versatility, and health. The purpose of the performance management system is to ensure that the work performed by employees is in accordance with the established objectives of the organization. Employees should have a clear understanding of the quality and quantity of work expected from them and should also receive information about how effectively they are performing against the expected standard.Continuous appraisal and evaluation of employee is required to improve organizational performance and increase efficiency and effectiveness. The ability of organizations to install an effective performance appraisal strategy helps them achieve competitive advantage which is required most in the current competitive era. Appraisal processes are not systematic and regular and often characterized by personal influences caused by organizations' preoccupation with using confidential appraisal system which delays objectivity and fairness. Usually, organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual. A more advanced appraisal method, whereby superiors appraise their subordinates and subordinates appraise their superior and the average of the entire appraisal is taken to reach at the final outcome, is to be considered. Post-appraisal counseling, whereby the appraisal consequences are scrutinized to explain the strengths and weaknesses for better future performance, should also be taken up. …" @default.
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• W3121777314 date "2016-01-01" @default.
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• W3121777314 title "Analyzing the Performance Appraisal System of a Public Sector Organization in India: The Case of Rajasthan State Mines and Minerals Limited" @default.
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