P E R F O R M A N C E A P P R A I S A L I N T E R V E I W A N D F E E D B A C K

494 views

Published on

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
494
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
0
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

P E R F O R M A N C E A P P R A I S A L I N T E R V E I W A N D F E E D B A C K

  1. 1. PERFORMANCE APPRAISAL INTERVIEW AND FEEDBACK
  2. 2. PERFORMANCE APPRAISAL INTERVEIW AND FEEDBACK : RAHUL CHOUDHARY RASHMI PRASAD PRIYA NAGPAL SOURABH BAJPAI GROUP MEMBERS: RASHMI PRASAD SOURABH BAJPAI PRIYA NAGPAL
  3. 3. PERFORMANCE APPRAISAL <ul><li>It is an systematic and objective way of evaluating both work related behavior and potential of an employee. </li></ul><ul><li>Helps understand employees abilities, competencies ,relative merit and worth for the organization. </li></ul><ul><li>Performance appraisals also provide important records for the company . Managers use this information for decisions on raises, promotions, and discipline. </li></ul>
  4. 4. CHARECTERISTICS: <ul><li>SYSTEMATIC PROCESS </li></ul><ul><li>NOT A ONE SHOT DEAL </li></ul><ul><li>NOT AN PAST ORIENTED ACTIVITY </li></ul><ul><li>NOT JOB EVALUATION </li></ul><ul><li>NOT LIMITED TO CALLING FOULS </li></ul>
  5. 5. OBJECTIVES: <ul><li>COMPENSATION DECISION </li></ul><ul><li>PROMOTION DECISION </li></ul><ul><li>TRAINING AND DEVELOPMENT </li></ul><ul><li>FEEDBACK </li></ul><ul><li>PERSONAL DEVELOPMENT </li></ul>
  6. 6. APPRAISAL INTERVIEW
  7. 7. APPRAISAL INTERVIEW: <ul><li>Performance appraisal interviews plays a crucial role in internal communication. </li></ul><ul><li>Most of the research on performance appraisal interviews has focused on strategic aims and interview design, but less attention has been given to the way in which performance appraisal interviews actually take place. </li></ul>
  8. 8. OBJECTIVES: <ul><li>To let employees know where they stand. </li></ul><ul><li>Preclarification of expectations from employees. </li></ul><ul><li>To plan opportunities for future growth. </li></ul><ul><li>To strengthen the superior-subordinate relationship </li></ul><ul><li>by mutual agreement of goals. </li></ul><ul><li>Employees can express themselves on performance </li></ul><ul><li>related issue. </li></ul>
  9. 9. STEPS TOWARDS A GOOD APPRAISAL INTERVIEW <ul><li>  Stick to goals.   </li></ul><ul><li>  Do not discuss rewards .   </li></ul><ul><li>Consistently ask for the employee’s view throughout discussion. .  </li></ul><ul><li>Listen to employee . The successful evaluation is a dialogue. The supervisor must be prepared to listen to the employee, just as the supervisor expects the employee to listen. </li></ul>
  10. 10. FEEDBACK
  11. 11. PERFORMANCE APPRAISAL: FEEDBACK <ul><li>Performance appraisal  process is incomplete without the feedback given to the employee about his appraisal and his performance. But the way of giving as well as receiving the feedback differs from person to person and their way of handling and their outlook towards the issue. According to a popular saying: &quot;A SUCCESSFUL MAN IS ONE WHO CAN LAY A FIRM FOUNDATION WITH THE BRICKS OTHERS HAVE THROWN AT HIM.&quot; </li></ul>
  12. 12. WORKPLACE FEEDBACK JOB PERFORMANCE WORK RELATED BEHAVIOUR
  13. 13. THINGS TO BE KEPT IN MIND WHILE GIVING FEEDBACK <ul><li>ADEQUATE PREPRATION </li></ul><ul><li>DESCRIBE BEHAVIOUR </li></ul><ul><li>PROPER TIMING </li></ul><ul><li>HELP BOTH PARTIES </li></ul>
  14. 15. THANK U !!!! QUESTIONS WELCOME ?????

×