Appraisal Philosophy
In the past, appraisal programs tended to emphasize on employee traits, deficiencies and abilities.
In the traditional approach, the supervisor is placed in the position of “Playing Gods”. He judges and at times criticizes the personal worth of his men. The traditional approach has got some limitations.
Demerits of traditional approaches to PA
Managers usually are not qualified to assess personality traits and most managers are not trained to conduct evaluation and performance interviews.
Some managers discouraged good performance by overemphasizing shortcomings and almost neglecting good works. The real message is lost.
Rater’s personality also plays an important role in the effectiveness of the evaluation program.
Merits of Modern Performance Appraisal Philosophy
Modern appraisals philosophy emphasizes on the present performance and future goals.
It is based on the behavioral value of fundamental trust in the goodness, capability and responsibility of human beings. Thus the hallmarks of modern appraisal philosophy are as follows:
- Performance or result orientation;
- Focus on goals or objectives;
- Mutual goal setting between supervisor and employee. People will work harder for goals if they are allowed to participate in goal setting;
- Extensive feedback system. Employees can improve their performance if they know how they are doing in the eyes of organizations.
