Helpful for both professionals as well as for students of BBA and MBA

1. Mahmood Qasim

2. Mahmood Qasim
It is important to consider both
sides of the argument when
considering introducing
performance appraisal.

3. Mahmood Qasim
Appraisal is a time-consuming
exercise if carried out properly,
but should be considered as an
investment.

4. Mahmood Qasim
Managers’ ability to appraise will
inevitably vary throughout the
organization. This emphasizes
the need for thorough training
and monitoring.

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Resistance to form filling may be
encountered and any paperwork
must be “user friendly”.

6. Mahmood Qasim
The greatest resistance is often
to the use of job descriptions.
These are desirable to keep
appraisal on an objective footing.
Where it is deemed inappropriate
to use them, the burden of
maintaining objectivity is heavier.

7. Mahmood Qasim
Often, negative attitudes within
the organization , run deep and
are difficult to overcome. It is
important that something is seen
to happen as a result of
appraisal. As soon as possible.

8. Mahmood Qasim
Certain problems of structure
may create difficulties in
carrying out appraisal:

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i. Teams which are
geographically disparate.

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ii. Teams that are to big.

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iii. Individuals who work for
more than one boss or who
move from project to project.

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iv. Certain production jobs may
be seen as too basic to
warrant appraisal.

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v. Opportunities for
development and promotion
are sometimes very limited.

14. Mahmood Qasim
A lack of commitment on the
part of appraisers should be
addressed by stressing benefits
and ensuring that managers are
consulted as to how their
responsibility for staff
development can be carried out.

15. Mahmood Qasim
Most problems in implementing
performance appraisal are
surmountable, providing that
they are understood and
addressed appropriately.

16. Mahmood Qasim