Performance appraisal objects

Objects of performance appraisal

The question “why appraisal?” is followed by “what to appraise?” because there will not be effective appraisal if the appraiser does not know what to appraise in an employee or a group of employees.

Four objects of human resources appraisal are distinguished, equivalent to various activities as followed:

1. Appraisal of employee work efficiency.

Appraisal of employee work efficiency, i.e. his or her working results, means analyzing of production of his/her activities in compared to set target or results of other employees carrying out the same activities in the same scenario to specify his/her efficiency level.

2. Appraisal of employee professional qualification.

Professional qualification denotes required professional capacity of presenting best performance in the long run. Performance appraisal is impossible to be carried out if there is not a defined standard capacity frame for a call or related job. Hence, performance appraisal refers to: first, a recording knowledge, skills and behaviors of an individual based on the standard capacity frame; next, evaluating the professional mastery to define:

+ An individual’s skills;
+ Required skills an individual lacks;
+ Skills an individual possesses, but does not master as required by the call or job.

Performance appraisal is more complicated than efficiency appraisal.

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