Understanding performance management, performance appraisal and performance measurement

Abstract

This paper is aimed at disentangling performance management, performance appraisal and performance measurement as often misconstrued by management, human resource management and other related disciplines researchers across the globe. Secondary source of data such as journal and textbooks in human resource management were utilized in this paper. The paper also highlights the underline significance of the three nomenclatures in the organisation. Thus, performance management, measurement and appraisal should be treated separately to avoid misrepresentation or duplicates of concepts within the research arena. The paper also x-rays various performance appraisal techniques such as graphic rating scale method, alternation ranking method, paired comparison method, forced distribution method, critical incident method, narrative forms method, field review method, behavioural anchored rating scales, management by objectives, 360-degree feedback, balanced scorecard, computerized and web-based performance method. The implication of this paper is that In addition, managers and business practitioners that sought to choose performance appraisal technique that is appropriate to evaluate subordinates performance will find this paper useful.