Stop wasting time on ‘achieved’

Performance appraisals should focus on strengths, weaknesses – and skip ‘satisfactory’ level, says HR executive
By Norm Sabapathy
|Canadian HR Reporter|Last Updated: 09/04/2015

If you Google “performance appraisal,” you’ll receive more than seven million results. So there are a lot of perspectives on the subject. But, in general, how an organization appraises performance is a critical component of its performance management system. It’s also a key area linked to organizational results where HR should make a significant contribution.  

How does human resources ensure an effective performance appraisal system, particularly given that many people don’t like either giving or receiving appraisals?