# data[].attributes.body
What is it?
Performance appraisal/management is a form of review used to assess or look at an employees overall  job performance and overall contribution to a company.They are used by employers to justify or determine the contribution that the employee has made to the organisations growth and progress.'
'Performance  appraisal (or performance evaluation) refers

to the methods and processes used by organizations to assess the level of performance of their employees. This process usually includes measuring employees’performance and providing them with feedback regarding the level and quality of their performance' (DeNisi and Pritchard, 2006).

# data[].attributes.body
Clarifies the role and status an employee plays in an organisation.

Self Development: an employee can receive positive feedback where they excel and if not they can set up training or developmental programs with their managers.

Motivates employees if they are supported by good merit-based compensation system. The best performers get better pay and benefits packages and the under performers are easily detected and can be penalized.

Statistics can be used to monitor the organisations growth, recruitment an induction processes.

Performance appraisal systems also help management and the organisation to be able to adequately decide about promotions , transfers and rewards of employees.(Idowu,2017)

# data[].attributes.headline
Who is responsible for managing the performance appraisal and how often should it be done?

# data[].attributes.subject
Who is responsible for managing the performance appraisal and how often should it be done?

# data[].attributes.body
Performance appraisals are mostly conducted by line managers and superiors of the employees to assess their employees, however depending on the type of appraisal system used peers can appraise each other as well as customers too if a 360 appraisal system is used.

How often are performance appraisals done?
Ideally these performance appraisals are an ongoing process that are represented by formal meetings which can be done on a 6 to 12 month interval.

# data[].attributes.headline
How do performance management link to other HR functions

# data[].attributes.subject
How do performance management link to other HR functions

# data[].attributes.body
'Managers use performance management systems to assess and reward the behavior of their employees. Additionally, a strategic human resource management function handles the recruiting, interviewing, hiring and development of all personnel required to ensure your company can achieve its goals. The relationship between performance manageme' (Duggan, 2018).
Performance management can also be linked to HR functions through setting organisational goals, creating training opportunities and creating change by using the results of Performance management results.

# data[].attributes.headline
What information is required for performance management/appraisal?

# data[].attributes.subject
What information is required for performance management/appraisal?

# data[].attributes.body
Employees need to be aware of what is expected of them so that they can perform well. When being appraised employers should include a detailed job description that describes the essential functions, tasks and responsibilities of the job at hand.
Appraisal should include :

Performance threshold(s),

Requirement(s), or

Expectation(s)

other information that can be included is: the name of the employee, date the performance form was completed, dates specifying the time interval over which the employee is being evaluated, performance dimensions (include responsibilities from the job description, any assigned goals from the strategic plan, along with needed skills, such as communications, administration, etc.), a rating system (e.g., poor, average, good, excellent), space for commentary for each dimension, a final section for overall commentary, a final section for action plans to address improvements, and lines for signatures of the supervisor and employee.

# data[].attributes.body
Chron Contributor. (2020) Ethics in performance evaluations. Retrieved from https://work.Chiron.com/ethics-performance-evaluations-20998-html
DeNisi, A.S., Pritchard, R.D., 2006. Performance appraisal, performance management and improving individual performance: a motivational framework. Management and Organization Review 2 (2), 253–277.

Dijk, D and Schodl, M. (2015) Performance Appraisal and evaluation. International Encyclopedia of the Social & Behavioral Sciences (pp.716–721)Oxford: Elsevier

DOI:10.1016/B978-0-08-097086-8.220345
9 Benefits of Performance Appraisals. Retrieved from https://www.kpi.com/blog/2016/01/18/10-benefits-of-the-performance-appraisal-system/
Idowu, A. (2017) Effectiveness of Performance Appraisal System and its Effect on Employee Motivation.Nile Journal of Business and Economics 3(5)University of Sussex.

DOI:10.20321/nilejbe.v3i5.88

# data[].attributes.headline
What can be done with the outcomes of a performance appraisal?

# data[].attributes.subject
What can be done with the outcomes of a performance appraisal?

# data[].attributes.body
With the outcomes of a performance appraisal the employee's competency gaps can be identified and areas of improvement in the performance can be suggested. Managers can take the necessary steps to help the employees improve on those areas,.
The identification of high achieving or high potential employees can be done which can be incorporated into the succession plan of the organisation.
The results of these outcomes can be beneficial for compensation systems.

# data[].attributes.headline
How do we ensure the performance management/appraisal process is ethical?

# data[].attributes.subject
How do we ensure the performance management/appraisal process is ethical?

# data[].attributes.body
Use uniform rating criteria: Avoid and eliminate differences in outcomes caused by disorderly systems which may result in unethical results or outcomes.
Eliminate Personal Prejudice and remove friendship factor: The assessor should remove any personal bias they may have towards the employee be it about their race, ethnicity or gender. If prejudice is not removed you may assess an individual unfairly. Also the manager or assessor must be able to remove themselves from their personal relationship with the employee if there is and assess fairly. If they are unable to do so they must remove themselves from that.(Chron Contributor, 2020)

# data[].attributes.body
Performance Appraisal procedure example