science, see Performance Evaluation. Psychology The Greek letter 'psi', a symol for psychology !utline "istory #u$elds %asic types &normal %iological 'ognitive 'omparative 'ultural (i)erential (evelopmental Evolutionary E*perimental +athematical ,europsychology Personality Positive -uantitative #ocial &pplied psychology &pplied ehavior analysis 'linical 'ommunity 'onsumer 'ounseling Educational Environmental Ergonomics Forensic "ealth .ndustrial and organi/ational 0egal +edical +ilitary +usic !ccupational health Political 1eligion #chool #port Tra2c 0ists (isciplines !rgani/ations Psychologists Psychotherapies Pulications 1esearch methods Theories Timeline Topics Portal icon Psychology portal v t e & performance appraisal 3P&4, also referred to as a performance revie5, performance evaluation,678 3career4 development discussion,698 or employee appraisal6:8 is a method y 5hich the jo performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular revie5s of employee performance 5ithin organi/ations. 'ontents 6hide8 7 +ain features 9 &pplications of results 9.7 Potential ene$ts 9.9 Potential complications 9.: .mprovements 9.; !pposition : <ho conducts them ; <hen are they conducted = +ethods of collecting data =.7 !jective production =.7.7 "appy>productive 5orker hypothesis =.9 Personnel =.: ?udgmental evaluation =.; Peer and self assessments @ !rgani/ational citi/enship ehavior A .ntervie5s B Employee reactions C 0egal implications 7D 'ross>cultural implications 77 (evelopments in information technology 79 1ater errors 7: #ee also 7; 1eferences +ain features6edit8 & performance appraisal is a systematic and periodic process that assesses an individual employeeEs jo performance and productivity in relation to certain pre> estalished criteria and organi/ational ojectives.6;86=8 !ther aspects of individual employees are considered as 5ell, such as organi/ational citi/enship ehavior, accomplishments, potential for future improvement, strengths and 5eaknesses, etc. 6;86@86A8 To collect P& data, there are three main methodsF ojective production, personnel, and judgmental evaluation. ?udgmental evaluations are the most commonly used 5ith a large variety of evaluation methods.678 "istorically, P& has een conducted annually 3long>cycle appraisals4G ho5ever, many companies are moving to5ards shorter cycles 3every si* months, every Huarter4, and some have een moving into short>cycle 35eekly, i>5eekly4 P& .6B86C8 The intervie5 could function as Iproviding feedack to employees, counseling and developing employees, and conveying and discussing compensation, jo status, or disciplinary decisionsJ.6B8 P& is often included in performance management systems. P& helps the suordinate ans5er t5o key HuestionsF $rst, "<hat are your e*pectations of meK" second, ""o5 am . doing to meet your e*pectationsK" 67D8 Performance management systems are employed Ito manage and align" all of an organi/ation's resources in order to achieve highest possile performance.678 I"o5 performance is managed in an organi/ation determines to a large e*tent the success or failure of the organi/ation. Therefore, improving P& for everyone should e among the highest priorities of contemporaryJ organi/ations.6778 #ome applications of P& are compensation, performance improvement, promotions, termination, test validation, and more.6798 <hile there are many potential ene$ts of P&, there are also some potential dra5acks. For e*ample, P& can help facilitate management>employee communicationG ho5ever, P& may result in legal issues if not e*ecuted appropriately, as many employees tend to e unsatis$ed 5ith the P& process.67867:867;8 P&s created in and determined as useful in the Lnited #tates are not necessarily ale to e transferale cross>culturally.67=8 & study 5as conducted in .ndia title "PE1F!1+&,'E &PP1&.#&0F& '&#E #TL(M !F 'PP 0&0NL&,", sho5s that more than half of the sample of sta) persons are ene$ted and improving their kno5ledge and skills through performance appraisal techniHues 678.67@8