Performance Appraisal System Appraisal System at National Database and Registration Authority (NADRA)

Abstract

Almost every organization, in one way or another, goes through a periodic ritual, formally or informally, known as performance appraisal. The formal performance appraisal has been called a tool of management, a control process, an activity and a critical element in human resources allocation. Uses for performance appraisal have included equal training and development need assessment, employment opportunity considerations, promotions, transfer and salary increases. Primarily performance appraisal has been considered an overall system for controlling an organization. Performance appraisal has also been called an audit function of an organization regarding the performance of individuals, groups and entire divisions. The performance appraisal has been defined as any personnel decision that affects the status of employees regarding retention, termination, promotion, demotion, transfer, salary increases or decreases, or admission into a training program. Appraisals have been cited to range from official, prescribed meetings between an evaluator and evaluatee to causal, change occasions where an evaluator observed work activities and indicated his or her assessment with an informal comment. Performance appraisal can be used to positively affect employee motivation, productivity, efficiency development, improvement in performance etc.