Techniques for Assessment of Performance and the Factors Affecting Assessments
A performance management process involves an assessment or an analysis of what has been achieved and forms a basis for career planning, potential development, performance agreements and development plans like Douglas Mc. Gregor suggested that emphasis should be on analysis and not on appraisal.
Performance management process is forward looking. Performance assessments depend upon the ability to judge a performance which further depends upon specification of clear standards and avoidance of unnecessary projections.
Perfect assessments can never completely be a reality and is susceptible to various errors or problems like halo effect which means the manager acquires a tendency of generalizing few experiences with the other aspects of performance and the problems of poor perception, selectivity and poor interpretation. For overcoming these problems the following remedial measures can be adopted:
The different techniques which may be adopted for assessing the performance of employees in an organization are:
Performance assessment is a very crucial yet a very difficult process. A combination of various assessment methods can yield good results.
- Competency Management Approach
- Talent Management Practices
- MBO-SMART Objectives
- Role of Managers at Different Levels
- Performance and Individual Development
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