Abstract
Performance appraisal (PA) is used as a measurement tool for evaluating individual performance and intended to improve the performance and productivity of workers, as Murphy and Cleveland delimited it in 1991. It can be defined as the process of identifying, observing, measuring, and developing human resources in organizations to meet employee and organizational goals, as Dessler, Griffiths, and Lloyd-Walker noted in 2004. PA provides a rational basis for managerial decisions about the employees' workrelated behavior in the performance of their jobs, whether they require further training, the provision of information for promotion and salary decision (and/or any other benefit), and a link into the organization's career planning process. Therefore, PA is seen as an effective way of managerial control and has certain linkages with other human resource management (HRM) elements and is also related to the outcome of performance improvement, as Brown and Heywood elaborated in 2005.
| Original language | English |
|---|---|
| Title of host publication | International Encyclopedia of Organization Studies |
| Place of Publication | U.S.A |
| Publisher | Sage |
| Number of pages | 1 |
| ISBN (Print) | 9781412915151 |
| Publication status | Published - 2008 |
Keywords
- performance
- labour productivity
- human resources management
- employees
- rating of
