Performance Management vs. Performance Appraisal Performance Management: Focuses on ongoing, systematic feedback and support to help employees identif...
Performance Management vs. Performance Appraisal
Performance Management:
Focuses on ongoing, systematic feedback and support to help employees identify areas for improvement.
Provides regular feedback from their manager and colleagues to track progress and provide constructive suggestions.
Promotes ongoing self-reflection and growth.
Encourages employees to actively participate in their performance development.
Performance Appraisal:
Formal, often mandatory process conducted by their manager or a designated committee.
Usually conducted at regular intervals (e.g., annually or bi-annually).
Involves an evaluation of an employee's performance against established goals and objectives.
Typically involves interviews, observations, and a review of work performance.
Results are used to make decisions about salary, promotion, or other benefits.
Key Differences:
Frequency: Performance management is ongoing, while performance appraisal is typically conducted at regular intervals.
Purpose: Performance management is designed to support employee growth and development, while performance appraisal is a formal process used for decision-making.
Focus: Performance management focuses on providing ongoing feedback and support, while performance appraisal focuses on evaluating performance against specific criteria.
Outcomes: Performance management outcomes are used for ongoing development, while performance appraisal outcomes are used for decision-making