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Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
Performance appraisal
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Performance appraisal

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

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

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  • 1. Performance Appraisal By : SUBROTO
  • 2. Performance Appraisal (Meaning) • Finding out the effectiveness by Management • Evaluating the Employee’s performance in terms of :
  • 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. Purpose of Performance Appraisal • Goal: Maintain Organizational Productivity • Results: Organization Productivity Individual Performance • Methods: Individual Performance Goals
  • 5. Steps in Performance Appraisal Establishing job standards Designing an appraisal programme Appraise performance Performance interview Use appraisal data For appropriate purpose
  • 6. Performance Appraisal (Objectives) • Opportunity to Regularly Discuss Results • Supervisor Identifies Strengths and Weaknesses • Fair and Equitable Format • Basis for Salary/Promotion Recommendations
  • 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. 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. When to do Performance Appraisal?
  • 10. How to do Performance Appraisal?
  • 11. What to Evaluate? (Philip Model) Problem Children Planned Separation Stars Social Citizen H L H L Potential Performance
  • 12. Who perform the Performance Appraisal?  Immediate Supervisor  Higher Management  Self-Appraisals  Peers (Co-Workers)  Evaluation Teams  Customers  “360 Appraisals”
  • 13. Supervisor Appraisal Appraised by Manager
  • 14. Self-Appraisal
  • 15. Subordinate Appraisal
  • 16. Peer Appraisal
  • 17. Team Appraisal
  • 18. 360° Appraisal Internal Customers “Boss” Peers External Customers Team Members Self (Feedback collected from) (Using a specially designed tool) (Anonymously)
  • 19. Benefits of Performance Appraisal
  • 20. Individual Benefits
  • 21. Benefit to the Line/ Manager/Supervisor/Team Leader
  • 22. Benefits to the organization
  • 23. Problems of Performance Appraisal • Errors in Ratting • Incompetence • Negative Approach • Multiple Objectives • Resistance • Lack of Knowledge
  • 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. Traditional Methods
  • 26. Essay Method
  • 27. Straight Ranking Method
  • 28. Paired comparison
  • 29. Critical Incident Method
  • 30. Field Review
  • 31. Checklist Method
  • 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. Forced Distribution
  • 34. Modern Method
  • 35. Management by Objectives (MBO)
  • 36. 360° Appraisal
  • 37. Assessment Centers
  • 38. Behaviorally Anchored Rating Scales
  • 39. HR Accounting
  • 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. A good process is the foundation of your success”

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