Performance Management is both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals.
One of the most important aspects of an appraisal is measuring performance. If an employer or manager is unable to compare an employee’s performance to previous benchmarks, it is very difficult for him or her to evaluate whether the individual has progressed or regressed. Beyond that, an appraisal meeting has to play an important role in motivating employees so they can perform better next quarter and the one after that. Most managers often assume that this meeting provides them a chance to vent out their frustration and tell employees what they can do better. However, this is completely the wrong approach. The only valid reason for reviewing performance is to improve it.
OSCAR is an acronym that stands for Objective and fair at all times, Smart goals that develop potential, Competencies that match the role’s responsibilities, Assess person based on role requirements, and Review based on role’s contribution to company.
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