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This is indeed TRUE
true , is part resides on a personal employee such (Behavior -time commitment) and the rest on the tasks entrusted to him and the extent to which the performance of the employee works entrusted to him
Of course100 % True.Appraisal is the second name of Performance.
very true .
True, Appraisal always should be about performance
Appraisal has to be about performance & not personalities however the differentiation of the same can only come in when there is a clear cut goal - Goal s define the results that the personality should aim to achieve- so what are the characterastic of effective goals - clear, written in specific terms, measureable & framed in time,aligned with org strategy , achieveable but challenging
So to just illustrate Goals for a profit centre head may be increase sales by10%, reduce customer turn over by20%, reduce fixed & variable cost by10%, acquire new customer in new geographies by10%, Profit before tax to improve by15% etc
So the above will be a part & parcel of the appraisal where each activity will be measured against the goal against a weightage say increase in sales has a weightage average of50% then achievement of target against this item will get maximum return - there may be reasons for overachieving or underachievement which needs to be factored in like the condition of the economy are the competitors growing etc
When a score is given on the same say on a scale of0-5 ,5 being the highest the score will come
The absolute score should be considered for reward decision , however as we are humans we have biases so biases will creep in & in many cases where data cannot be validated benefit of doubt will be passed on to the appraisee depending on his relationship with his superior . The personality of the appraisee will also influence perceptions where clear cut goals & objectives are not there & not monitored so to sum up appraisal ought be for performance however as we are human the personality factor will also influence10-20% of the rating be it on the upside or downside
True ............................
Well designed performance management system and ongoing training of management will reduce the effect of "personality".
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