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Performance appraisal

The most popularly listed methods of Performance Appraisal are defined as MBO, 360, BOS and BARS. But these are all premised on one key assumption: Appraisal occurs ONCE per year (or twice in some companies). What if the assumption is wrong? I believe the assumption is wrong. My view is appraisal of staff occurs EVERY DAY. So what occurs once (or twice) per year? I consider it is a summary of the past and an opportunity to plan for the next review period.

Therefore I have shown many people that ther is a NEW approach to 'performance appraisal' - a Dual Approach based on RISK and KISS. I.e. if there is no risk of a down side, 'keep it simple simon (KISS)' and based on communications. BUT if the employee situation is considered high RISK, then apply a different approach based on complicance.

My practical application identifies that if approached correctly, feedback to staff can be positive without becoming bureaucratic. But it takes a willingness to think differently; based on RISK and KISS rather than following a one-shoe-fits-all philosophy.

Mark Shaw 60.241.34.189 (talk) 10:35, 24 March 2008 (UTC)[reply]

Regarding merging with the article "Performance measurement"

I suggest that Performance Appraisal should be kept separate to the Performance Measurement article as Performance Appraisal is a recognised Human Resource tool and procedure. Many books have been written on the subject and it is part of the curriculum of the Chartered Institute of Personnel and Development (CIPD).

I feel that the article "Performance appraisal" could use an overhaul as it's lacking lots of information and references. If there's no objections I'll do this in a couple of weeks once I get my facts correct.