Optimal Performance Appraisal System

Running Head: OPTIMAL PERFORMANCE APPRAISAL SYSTEMOptimal Performance Appraisal SystemTable of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc355739758 \h 3Job Position Context PAGEREF _Toc355739759 \h 3Theoretical Framework about Performance Appraisal System PAGEREF _Toc355739760 \h 4Purpose and Requirements of Performance Appraisal in an Organization: PAGEREF _Toc355739761 \h 4Proposed Performance Appraisal System PAGEREF _Toc355739762 \h 7Conclusion PAGEREF _Toc355739763 \h 10References PAGEREF _Toc355739764 \h 11IntroductionPerformance appraisal is a method of evaluating and appraising the performance of an employee based on his/her skills, abilities, attitude, behavior as well as his/her past performance and future potential (Cardy & Leonard, 2011). It is an ongoing continuous process, where evaluations are made periodically according to fixed criteria. It aims at dealing with the poor performance of the employees and striving hard to improve the performance. The system holds executives, managers and supervisors accountable in the performance plans for appraisal of their subordinates.This report proposed a performance appraisal system for the position of Interactive marketing manager. As the performance system includes the process of obtaining, analyzing and recording information about the relative worth