Performance Appraisal
By : SUBROTO
Performance Appraisal
(Meaning)
• Finding out the effectiveness by Management
• Evaluating the Employee’s performance in t...
Performance Appraisal
(Definition)
According to Newstrom, “It is the process of EVALUATING
the performance of employees, s...
Purpose of Performance Appraisal
• Goal: Maintain Organizational Productivity
• Results: Organization
Productivity Individ...
Steps in Performance Appraisal
Establishing job standards
Designing an appraisal programme
Appraise performance
Performanc...
Performance Appraisal
(Objectives)
• Opportunity to Regularly Discuss Results
• Supervisor Identifies Strengths and Weakne...
Process of Performance Appraisal
Setting performance
goals and objectives
Determining key
competencies
Measurement of
perf...
Reasons for Performance Appraisal
 Compensation "Pay for Performance"
 Job Performance Improvements
 Feedback to Subord...
When to do Performance Appraisal?
How to do Performance Appraisal?
What to Evaluate?
(Philip Model)
Problem
Children
Planned
Separation
Stars
Social
Citizen
H
L H
L
Potential
Performance
Who perform the Performance Appraisal?
 Immediate Supervisor
 Higher Management
 Self-Appraisals
 Peers (Co-Workers)
...
Supervisor Appraisal
Appraised by Manager
Self-Appraisal
Subordinate Appraisal
Peer Appraisal
Team Appraisal
360° Appraisal
Internal
Customers
“Boss”
Peers
External
Customers
Team Members
Self
(Feedback collected from) (Using a spe...
Benefits of Performance Appraisal
Individual Benefits
Benefit to the Line/
Manager/Supervisor/Team Leader
Benefits to the organization
Problems of Performance Appraisal
• Errors in Ratting
• Incompetence
• Negative Approach
• Multiple Objectives
• Resistanc...
Performance Appraisal
(Methods)
Traditional Modern
• Essay Method
• Straight Ranking Method
• Paired Comparison
• Critical...
Traditional Methods
Essay Method
Straight Ranking Method
Paired comparison
Critical Incident Method
Field Review
Checklist Method
Graphics Rating Scale
Quantity of work: Volume of work under
normal working conditions
Unsatisfactory
(1)
Fair
(2)
Satisfa...
Forced Distribution
Modern Method
Management by Objectives
(MBO)
360° Appraisal
Assessment Centers
Behaviorally Anchored Rating Scales
HR Accounting
Issues in Performance Appraisal System
Appraisal Design?
Formal and informal
Whose performance?
Who are the raters?
What p...
A good process is the
foundation of your success”
Performance appraisal
Upcoming SlideShare
Loading in...5
×

Performance appraisal

4,191

Published on

Its is a ppt on performance appraisal which includes methods and many more, so have a look.

Published in: Recruiting & HR
0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
4,191
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
385
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Transcript of "Performance appraisal"

  1. 1. Performance Appraisal By : SUBROTO
  2. 2. Performance Appraisal (Meaning) • Finding out the effectiveness by Management • Evaluating the Employee’s performance in terms of :
  3. 3. Performance Appraisal (Definition) According to Newstrom, “It is the process of EVALUATING the performance of employees, sharing that information with them and searching for ways to improve their performance’’.
  4. 4. Purpose of Performance Appraisal • Goal: Maintain Organizational Productivity • Results: Organization Productivity Individual Performance • Methods: Individual Performance Goals
  5. 5. Steps in Performance Appraisal Establishing job standards Designing an appraisal programme Appraise performance Performance interview Use appraisal data For appropriate purpose
  6. 6. Performance Appraisal (Objectives) • Opportunity to Regularly Discuss Results • Supervisor Identifies Strengths and Weaknesses • Fair and Equitable Format • Basis for Salary/Promotion Recommendations
  7. 7. Process of Performance Appraisal Setting performance goals and objectives Determining key competencies Measurement of performance against the goals and objectives Measurement of performance against key competencies, Feedback of results. Amendment to goals and objectives
  8. 8. Reasons for Performance Appraisal  Compensation "Pay for Performance"  Job Performance Improvements  Feedback to Subordinates  Documentation for Decisions  Goal Setting - Later Evaluation  Promotion Decisions  Identify Training Needs  HR Planning
  9. 9. When to do Performance Appraisal?
  10. 10. How to do Performance Appraisal?
  11. 11. What to Evaluate? (Philip Model) Problem Children Planned Separation Stars Social Citizen H L H L Potential Performance
  12. 12. Who perform the Performance Appraisal?  Immediate Supervisor  Higher Management  Self-Appraisals  Peers (Co-Workers)  Evaluation Teams  Customers  “360 Appraisals”
  13. 13. Supervisor Appraisal Appraised by Manager
  14. 14. Self-Appraisal
  15. 15. Subordinate Appraisal
  16. 16. Peer Appraisal
  17. 17. Team Appraisal
  18. 18. 360° Appraisal Internal Customers “Boss” Peers External Customers Team Members Self (Feedback collected from) (Using a specially designed tool) (Anonymously)
  19. 19. Benefits of Performance Appraisal
  20. 20. Individual Benefits
  21. 21. Benefit to the Line/ Manager/Supervisor/Team Leader
  22. 22. Benefits to the organization
  23. 23. Problems of Performance Appraisal • Errors in Ratting • Incompetence • Negative Approach • Multiple Objectives • Resistance • Lack of Knowledge
  24. 24. Performance Appraisal (Methods) Traditional Modern • Essay Method • Straight Ranking Method • Paired Comparison • Critical Incident Method • Field Review • Checklist Method • Graphics Rating Scale • Forced Distribution • Management by Objectives (MBO) • 360° Appraisal • Assessment Centers • Behaviorally Anchored Rating Scales • HR Accounting
  25. 25. Traditional Methods
  26. 26. Essay Method
  27. 27. Straight Ranking Method
  28. 28. Paired comparison
  29. 29. Critical Incident Method
  30. 30. Field Review
  31. 31. Checklist Method
  32. 32. Graphics Rating Scale Quantity of work: Volume of work under normal working conditions Unsatisfactory (1) Fair (2) Satisfactory (3) Good (4) Out Standing (5) Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job A clear understanding of the factors connected with the job Attitude: Exhibits enthusiasm and cooperativeness on the job Table: Typical Graphic Rating Scale Employee Name................... Job title ................. Department ......................... Rate ............... Data ..................................
  33. 33. Forced Distribution
  34. 34. Modern Method
  35. 35. Management by Objectives (MBO)
  36. 36. 360° Appraisal
  37. 37. Assessment Centers
  38. 38. Behaviorally Anchored Rating Scales
  39. 39. HR Accounting
  40. 40. Issues in Performance Appraisal System Appraisal Design? Formal and informal Whose performance? Who are the raters? What problems? How to solve? What to evaluate? When to evaluate? What methods?
  41. 41. A good process is the foundation of your success”
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×