I guess the basic difference is that once is a process & another an outcome .. An appraisal has to be preceeded by evaluation but the converse is not true .. An evaluation need not necessarily lead to appraisal , it may purely for providing development opportunities or a basic snapshot/track down of the current level of perfomance ..
Operationally, there is NO difference between the two.
Both lead to your/organization's judgement as to the performance of the individual in question. Appraisal sounds more refined than the Evaluation, in that one is to "measure" against a yard-stick and the other is to judge (perhaps even without "measuring".)
In that sense Appraisal tend to be understood as more "objective" and the Evaluation" appears to be more "subjective". But this need not necessarily be so and how it will be depends upon the individual who appraises or evaluates, his training, his competence on the job and his own personality strengths and weaknesses.
It is the system of appraisal and the training of the appraisers and the organizational culture that decide if the exercise proves helpful or not. In many cases, in the name of "performance appraisal" what actually takes place is "personal appraisals". That would be a disaster. In appraisal the priority is to appraise the Performance ahead of the Person.
It is indeed enough to conduct appraisals for the "waiers" on an yearly basis, but the performance must be reviewed, preferebly every three months for very many reasons and that applies to all levels of appraisals
Has your query been now answered?
October 2, 2006
Have you searched CiteHr for this? Are you arguing for or against this topic? As other contributors at CiteHr have opined, there is a lot of difference and Performance appraisal is a sub-set of Performance Management.
If you are looking for help to prove otherwise, ie. there is no difference, i am afraid that I cannot help you.
A retired academic in UK
Found This Useful? +Vote Up This Page Via Google.
Why Vote? User validation is extremely important for good content to prosper.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.
Explore Topical Knowledge Areas
Topic Categories >> organizational culture performance management performance appraisal Location-Lebanon Complete List Of Categories
Interesting Relevant Discussions