ABSTRACT

Performance appraisal of employee is important in managing the human resource of an

organization. With the change towards knowledge-based capitalism, maintaining talented

Knowledge workers are critical. However, management classification of “outstanding”, “poor”

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

specific performance appraisal criteria.

Organizations and employees spend a great deal of time in performance management.

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 management system?

 IDENTIFICATION &IMPORTANCE OF TRAINING

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.

During the discussion of an employee's work performance, the presence or absence of

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

linking it clearly to performance outcomes and future career aspirations.

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

training needs audit for the entire organization.

NEED FOR THE STUDY

• To provide feedback to the employees regarding their past performance.

• Provide information to assist in the other personal decisions in the organization.

• Provide clarity of the expectations and responsibilities of the functions to be performed

by the employees.

• To judge the effectiveness of the other human resource functions of the organization such

as recruitment, selection, training and development.