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performance appraisal system (MNG 106)
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performance appraisal system (MNG 106)


presented by Sazkia Zantana L. Diamante in MNG 106 subject …

presented by Sazkia Zantana L. Diamante in MNG 106 subject

Published in Education , Business , Technology
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  • 1. PERFORMANCE APPRAISAL SYSTEM Sazkia Zantana L. Diamante Mine Management
  • 2. WHAT IS PERFORMANCE APPRAISAL?  is the ongoing process of evaluating employee performance.  began as simple methods of income justification  was used to decide whether or not the salary or wage of an individual employee was justified
  • 3. WHY APPRAISE PERFORMANCE ? To communicate to employees: 1.The behavior that you would like them to change. 2. The behavior that you would like them to repeat.
  • 4. PERFORMANCE APPRAISAL STEPS 1. Setting Objectives/ Communicating Expectations 2. Feedback & Documentation 3. Preparing for the Review 4. Writing the Review 5. Delivering the Review
  • 5. OBJECTIVES MUST BE “SMARTS” Specific -Clear in meaning, without room for misunderstanding Measurable -Defined by quantity, quality, timeliness, or cost Achievable -Challenging but within the employee’s capability Relevant -Applicable to the employee & the position Time-Bound -States when the objective should start and/or finish Supportive -In alignment with the strategies of the company
  • 6. ON-GOING FEEDBACK  How to give positive feedback:  Be sincere & appreciative  Be specific  Explain the impact  How to give constructive feedback:  Be direct  Be specific. State what you observed  Be non-punishing  Balance both formal and informal feedback
  • 7. DOCUMENTING PERFORMANCE  Document everything  Cite specific examples  Use facts (including dates, times, witnesses, etc.)…not feelings or perceptions.  Do not place documentation in an employee’s file without first having a discussion about the matter with the employee.
  • 8. PREPARING FOR THE REVIEW  Review the employee’s job description as well as expectation and objectives established at the beginning or during the review period.  Gather your documentation.  Collect data/reports on relevant performance measures.  Solicit feedback from the employee.
  • 9. ANYTHING IN WRITING MUST BE:  Accurate  Write descriptive examples using dates, times, etc.  Job-related  Each comment should directly apply to the job.  Observed  Hearsay evidence is rarely appropriate  Behavioral  Describe specific behaviors, not feelings or opinions.  Balanced
  • 10. PURPOSE OF PERFORMANCE APPRAISAL SYSTEMS  Companies use performance appraisals for evaluation and developmental purposes  Performance appraisals offer evidence for pay increases or for terminations.  Well-designed performance appraisals can start dialogue between supervisors, direct reports and coworkers that may result in positive outcomes for the individuals and the business.
  • 11. FACTORS AFFECTING THE EFFECTIVENESS OF PERFORMANCE APPRAISAL SYSTEMS  Performance appraisal is an important process for any organization, large or small.  The effectiveness will depend on a number of factors,
  • 12. including how well documented and communicated the process is, training for managers and supervisors, the evaluation and analysis of results and ongoing improvement efforts.
  • 13. The greatest affect on performance appraisal effectiveness is how the business uses the results. Employees both individually and across the organization should use the appraisal system as a tool to improve performance.
  • 14. HOW A PERFORMANCE APPRAISAL COULD BE EFFECTIVE  annual evaluation can be a meeting to which employees look forward rather than having your employees dread their performance appraisal meetings.  The basis of a good performance management system is in the planning process
  • 15. CONCLUSION A well-designed performance appraisal system supports an integrated human resource strategy which enables the attainment of organizational and business goals
  • 16. THANK YOU