Understanding Performance Management vs. Appraisal: Can You Explain the Difference?

Hi,

Can anyone enlighten me on Performance Management and the difference between performance management and performance appraisal?

Regards,
Shimmy.

Hi,

PA is a static tool to evaluate individual performance. It is dependent on corporate policy. Such evaluation is generally done at the beginning of the year.

PM is a dynamic system that looks at achieving organizational excellence. It is a system of which PA is a tool.

Hi,

Performance appraisal is a part of performance management. It is one of the methods used to measure an employee's performance. Performance management extends to a number of areas including:

- Managing goals, KRAs, and KPIs
- Linking performance appraisal to compensation
- Linking performance appraisal to training
- Career planning and employee development
- Potential appraisal and assessment centers
- Skill profiling
- Succession planning

and many other areas...

Cheers,
Sankalp Patnaik

Performance appraisal is about evaluating performance and measurement criteria. Performance management, however, is about managing performance. It includes setting joint goals, coaching for support, development, etc., as well as performance appraisals.

Performance appraisals are an important component of a performance management (PM) process; however, they do not comprise the entire system. The components of a PM process include job descriptions, performance standards, monitoring of employee processes, performance appraisals, and performance development plans.

With Regards,

Nila

Dear Shimmy,

Performance management can be thought of as a cycle:

- Performance planning where goals and objectives are established
- Performance coaching where a manager intervenes to give feedback and adjust performance
- Performance appraisal where individual performance is formally documented and feedback delivered

Furthermore, performance management is a set of activities undertaken to achieve the set organizational objectives, and performance appraisal is the measuring technique to assess how well the employees performed in order to achieve those objectives.

Regards,
Mehvi :)

Hello friends,

Can anybody help me out in evaluating the performance of the employees. I am in the processing path of my project. I have prepared the questionnaire and conducting the survey, within 2-3 days the data collection will get over. My center of focus form the questionnaire is

ØTo study about the performance standard of the employees' in our company.

ØTo examine how each competencies are helping in achieving the given target.'

ØTo identify the type of training is given to the employees and how effective it is.

ØTo study about the employees clear understanding about the goal

ØTo provide an overview of the performance method and how effective it is and suggest what method can be follow to improve the appraisal method.

I like to have suggestion that what can be the finding other than that which I have mentioned above to have my project an effective one. This is my first experience in doing the project I like to have some ideas\tips that how to analysis\interpret the data to provide a good recommendation to our company. Here I have attached my questionnaire please have a view of that and suggest some ideas.

With Regards

Nila

Hi, I'm doing a project in HR - performance appraisal. Can anybody suggest some creative objectives for that report?

Regards,
Chetna

Dear Simmy,

Performance management system can be defined in three steps. Performance planning involves setting organizational, departmental, and individual goals, defining job descriptions, KRAs, and KPAs. Performance coaching includes meetings, counseling, training and development, talent management, providing feedback, and monitoring job performance. Performance evaluation is where you appraise, provide feedback, and reward. It is also known as the performance cycle, which begins with setting goals and ends with giving rewards within a year.

Hi,

Appraisal depends on performance review. Most companies have performance management policies and processes that require, among other things, an annual formal written evaluation for each employee. Some companies go further and also require quarterly reviews.

Normally, the following steps are in most IT companies:

- Quarterly/half-yearly/yearly performance review
- Self-performance review
- Performance review from the Head of Department
- Performance review from HR

After probation, the process includes:

- Appraisal
- Confirmation with/without increment

After confirmation, the process continues with:

- Yearly increment (Standard/Special/Outstanding)
- Promotion

I have attached our sample form of performance review for your information. Hope this information will help you out.

Regards,
Deeps

Please search CiteHR where some projects are attached. Then conduct a literature survey and formulate your aim and objectives for the research (in consultation with the host organization). You also need a conceptual framework for that. Develop your hypotheses to test.

If you have not completed any of the essential preparations for conducting a project, I would advise you to do so and then pose a specific question.

Please refer to my post on Research Methodology (Ppt slides attached) at https://www.citehr.com/106849-research-projects.html and Author Workshops at http://citehr.com <link updated to site home> and my post at <link no longer exists - removed>.

A post by Prodcons also contains information on Research Methodology.

I have copied the post by Sayansayu at questionnaire or welfare measures - reg

Simhan

Hello friends,

Situation will make us do things... we are all in search of solutions, right? I also made an attempt, a shortcut for easily obtaining the questionnaire but I failed. I found all types of questionnaires here but not related to our topic. It was very urgent for me, and there were no options at all. Finally, even lazy Sayana decided to prepare a questionnaire herself, and I did. For that, I referred to the factory act of welfare measures, company profile, their welfare facilities, questionnaire formats available here, etc. All the time of my experience shows that we become lazy because of the facilities available to us. Actually, all this is meant to make us more capable, but we are misusing these facilities. I am also on that list. At first, I was irritated when I read the reply by the moderator Mr. Nashbramhall, advising not to expect someone else to send a questionnaire. At that time, I thought, for what purpose is this CiteHR for? Anyway, I know you people are also like me, so I am attaching my questionnaire regarding welfare measures. I don't know how successful I am in preparing these questionnaires, but I hope it will also be helpful to you.

With regards,
Sayana N.A