Presented by, JUNAIS P K M120019MS
   Appraisal is the evaluation of worth , quality or    merit. it is a systematic evaluation of personnel    by superiors...
   PURPOSE.   APPLICATION.   FACTORS RATED.   TECHNIQUES.   POST APPRAISAL INTERVIEW.
   SALARY INCREASE.   PROMOTION.   TRAINING AND DEVELOPMENT.   FEEDBACK   PRESSURE ON EMPLOYEES.
   Salary increase of an employee depends on    how he is performing his job.   Informal   Formal
   Merit and Seniority   Performance Appraisal discloses how an    employee working in his present job and what    are h...
   Performance appraisal tries to identify the    strengths and weaknesses of an employee on    his present job. this inf...
   Provides feedback to employees about their    performance. It tells them where they stand.   Given the proper organis...
   If the employees are conscious that they are    being appraised in respect of certain factors    and their future larg...
   Appraisal based on traits   Appraisal based on results   Single-trait, single subject   Single-trait, multiple subj...
   Ranking method   Paired comparison   Grading   Forced distribution method   Forced choice method   Checklist meth...
   Ranking method:-oldest and simplest method of    appraisal in which a person is ranked against    others on the basis ...
   Forced choice method:-Contains a series of    group of statements and the rater checks how    effectively the statemen...
   Graphic scale method:-most commonly used    method. A printed appraisal form is used for    each appraisee.   Essay m...
   Faulty assumptions   Psychological blocks   Technical pitfalls
   Criterion problem   Distortion       Halo effect       Central tendency       Constant errors       Raters liking...
   The system should focus on objective analysis    of performance in terms of specific events ,    accomplishments or fa...
   The process of determining the relative worth    of different categories of jobs by analysing their    responsibilitie...
   Ranking method   Grading method   Point method   Factor comparison method
Performance appraisal
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Performance appraisal

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Performance appraisal

  1. 1. Presented by, JUNAIS P K M120019MS
  2. 2.  Appraisal is the evaluation of worth , quality or merit. it is a systematic evaluation of personnel by superiors or others familiar with their performance. Merit rating:-performance appraisal is also described as merit rating in which one individual is ranked better or worse in comparison to others.
  3. 3.  PURPOSE. APPLICATION. FACTORS RATED. TECHNIQUES. POST APPRAISAL INTERVIEW.
  4. 4.  SALARY INCREASE. PROMOTION. TRAINING AND DEVELOPMENT. FEEDBACK PRESSURE ON EMPLOYEES.
  5. 5.  Salary increase of an employee depends on how he is performing his job. Informal Formal
  6. 6.  Merit and Seniority Performance Appraisal discloses how an employee working in his present job and what are his strong and week points. Whether additional training required or not? Transfer, demotion and discharge.
  7. 7.  Performance appraisal tries to identify the strengths and weaknesses of an employee on his present job. this information can be used for devising training and development programmes appropriate for overcoming the weaknesses of the employees.
  8. 8.  Provides feedback to employees about their performance. It tells them where they stand. Given the proper organisational climate , a person will try his best to contribute maximum to the organisation.
  9. 9.  If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal,they tend to have positive and acceptable behaviour in this respect.
  10. 10.  Appraisal based on traits Appraisal based on results Single-trait, single subject Single-trait, multiple subject Multiple-trait , single subject Comparative methods Absolute standards Goal setting Direct indices
  11. 11.  Ranking method Paired comparison Grading Forced distribution method Forced choice method Checklist method Critical incidents method Graphic scale method Essay method Field review method
  12. 12.  Ranking method:-oldest and simplest method of appraisal in which a person is ranked against others on the basis of certain traits and characteristics. Paired comparison:-Each person is compared with other persons taken only one at a time. Grading:-Certain categories of abilities or performances are defined well in advance and persons are put in particular category depending on their traits and characteristics. Forced distribution method:-The appraiser is forced to appraise the appraisees according to the pattern of a normal curve.
  13. 13.  Forced choice method:-Contains a series of group of statements and the rater checks how effectively the statement describes each individual being evaluated. Check list method:-the rater provides appraisal report by answering a series of questions related to the appraisee. Critical incidents method:-only critical incidents and behaviour associated with these incidents are taken for evaluation.
  14. 14.  Graphic scale method:-most commonly used method. A printed appraisal form is used for each appraisee. Essay method:-the rater assesses the employees on certain parameters in his own words. Field review method:-an employee is not appraised by his direct superior but by another person, usually from the personnel department.
  15. 15.  Faulty assumptions Psychological blocks Technical pitfalls
  16. 16.  Criterion problem Distortion  Halo effect  Central tendency  Constant errors  Raters liking and disliking
  17. 17.  The system should focus on objective analysis of performance in terms of specific events , accomplishments or failures. The ratings must be made by immediate superiors. The rating should be reviewed with the ratee. It should be backed by effective feedback system.
  18. 18.  The process of determining the relative worth of different categories of jobs by analysing their responsibilities , and consequently fixation of their remuneration. Objectives  Wage and salary fixation  Restructuring job hierarchy  Overcoming anamolies
  19. 19.  Ranking method Grading method Point method Factor comparison method
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