————————> Thai ver. <————————

is the formal process by which an employee's job performance is evaluated, usually in relation to the employee’s job description, goals, and overall contribution to the organization. It is a key tool in performance management, offering insights for improvement, motivation, and development.

Key Objectives of Performance Appraisal:

  1. Performance Evaluation: Assessing the employee’s performance based on predetermined criteria (e.g., goals, skills, behaviors).
  2. Feedback: Providing constructive feedback to employees to help them improve, recognize strengths, and identify areas of improvement.
  3. Development and Training: Identifying training needs and career development opportunities to help employees grow professionally.
  4. Promotion and Compensation Decisions: Assisting in making informed decisions regarding promotions, pay raises, bonuses, or other rewards.
  5. Setting Future Goals: Establishing new objectives and performance goals for the next evaluation period.

Types of Performance Appraisal Methods:

  1. Rating Scales: Employees are rated on a scale (e.g., 1–5) based on specific performance criteria like teamwork, punctuality, or quality of work.
  2. 360-Degree Feedback: Input is gathered from multiple sources, such as peers, subordinates, supervisors, and sometimes even customers.
  3. Self-Appraisal: Employees evaluate their own performance, providing insights into their perception of their work.
  4. Management by Objectives (MBO): Performance is evaluated based on the achievement of specific objectives set at the beginning of the evaluation period.
  5. Behaviorally Anchored Rating Scales (BARS): Combines elements of quantitative and qualitative data by rating specific behavioral examples tied to performance.

Common Challenges in PA: