Paper Details

Name: Priyanka, Akash Singh, Paramjeet Kaur, Anuj Kumar Bishnoi
Country: India

Year: 2023
Volume: Volume-10, Issue-1(January-June)
Page Number: 18-21

Performance appraisal is a vital tool to measure the frameworks set by any organization to its employees. It is utilized to track individual contribution and performance against organizational goals and to identify individual strengths and opportunities for future improvements and assessed whether organizational goals are achieved or serves as basis for the company’s future planning and development. This study examined the status of the performance appraisal system and its implication for individual and organizational growth. Organizational performance and its resultant efficiency and effectiveness can only be achieved when individuals are continuously appraised and evaluated. The inability of organization to install an effective performance appraisal strategy has hindered them from achieving competitive advantage which they require more now than ever before. Appraisal processes are not systematic and regular and often characterized by personal influences occasioned by organizations preoccupation to use confidential appraisal system which hinders objectivity and fairness. Often organizations ignore management by objectives, critical incidents to personal prejudices. This is retrogressive as it affects the overall performance of the individual.
KEYWORDS: Company Performance, Employee Efficiency, Employee Motivation, Employee Reward System, Employee Performance Appraisal, Organizational Growth, Management By Objective, 360 Appraisal Systems.