Your SlideShare is downloading. ×
0
 
Objectives Meaning  Definition Modern Traditional Index About Performance appraisal Process of Performance Appraisal  Meth...
Definitions According to Newstrom, “It is the process of evaluating the performance of employees, sharing that information...
Meaning Performance appraisal  is the step where the management finds out how effective it has been at hiring and placing ...
 
Objectives of Performance Appraisal According to: Aims  at: Employee Organization <ul><li>measuring the efficiency </li></...
Process  Setting  performance standards Taking corrective standards Discussing results Comparing  standards Measuring stan...
Methods of Performance Appraisal <ul><li>Paired comparison  </li></ul><ul><li>Graphic Rating scales </li></ul><ul><li>Forc...
As compared to  A  B  C A  +  -  + B  -  +  -  C  +  -  +  A  -  +  +  B  +  -  +  C  +  +  - As compared to  A  B  C For ...
Graphic or Linear Rating Scales Take decisions in consultation with others whose views he values Slow to take decisions Ta...
<ul><li>Criteria Rating </li></ul><ul><li>1.Regularity on the job  Most  Least </li></ul>Forced choice method <ul><ul><li>...
Forced distribution method No.  of  employees 10% 20% 40% 20% 10% poor Below average average good Excellent Force distribu...
Staff Appraisal Name . . . . . . . Job Title . . . . . . .  Department . . . . . . . . . . . . Date of Review . . . . . . ...
Ex: A fire, sudden breakdown, accident Workers  Reaction   scale A   Informed the supervisor immediately   5 B   Become an...
Performance   subordinate peers  superior  customer Dimension Leadership   ^   ^ Communication  ^   ^ Interpersonal skills...
Group appraisal method
MBO Process <ul><li>Set organizational goals </li></ul><ul><li>Defining performance target </li></ul><ul><li>Performance r...
Behavioral Anchored Rating Scales Performance Points Behavior Extremely good 7 Can expect trainee to make valuable suggest...
360 degree performance appraisal
These companies are using 360 Degree Performance Appraisal Method Examples of 360 degree performance appraisal method <ul>...
Issues in appraisal system Formal and informal Whose performance? Who are the raters? What problems? How to solve? What to...
Constant check induces employee to perform better
Advantages
Disadvantages
 
Upcoming SlideShare
Loading in...5
×

Performance Appraisal ppt [hrm]

209,615

Published on

Published in: Business
46 Comments
107 Likes
Statistics
Notes
No Downloads
Views
Total Views
209,615
On Slideshare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
17,392
Comments
46
Likes
107
Embeds 0
No embeds

No notes for slide

Transcript of "Performance Appraisal ppt [hrm]"

  1. 2. Objectives Meaning Definition Modern Traditional Index About Performance appraisal Process of Performance Appraisal Methods / Techniques of Performance Appraisal Issues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance Appraisal
  2. 3. Definitions 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’’.
  3. 4. Meaning Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees . A “Performance appraisal” is a process of evaluating an employee’s performance of a job in terms of its requirements.
  4. 6. Objectives of Performance Appraisal According to: Aims at: Employee Organization <ul><li>measuring the efficiency </li></ul><ul><li>maintaining organizational control. </li></ul><ul><li>concrete and tangible particulars about their work </li></ul><ul><li>assessment of performance </li></ul><ul><li>mutual goals of the employees & the organization. </li></ul><ul><li>growth & development </li></ul><ul><li>increase harmony & enhance effectiveness </li></ul><ul><li>Personal development </li></ul><ul><li>work satisfaction </li></ul><ul><li>involvement in the organization. </li></ul>
  5. 7. Process Setting performance standards Taking corrective standards Discussing results Comparing standards Measuring standards Communicating standards
  6. 8. Methods of Performance Appraisal <ul><li>Paired comparison </li></ul><ul><li>Graphic Rating scales </li></ul><ul><li>Forced choice Description method </li></ul><ul><li>Forced Distribution Method </li></ul><ul><li>Checks lists </li></ul><ul><li>Free essay method </li></ul><ul><li>Critical Incidents </li></ul><ul><li>Group Appraisal </li></ul><ul><li>Field Review Method </li></ul><ul><li>Confidential Report </li></ul><ul><li>Ranking </li></ul><ul><li>Assessment Center </li></ul><ul><li>Appraisal by Results or Management by Objectives </li></ul><ul><li>Human Asset Accounting </li></ul><ul><li>Behaviorally Anchored Rating scales </li></ul>Traditional Methods Modern Methods
  7. 9. As compared to A B C A + - + B - + - C + - + A - + + B + - + C + + - As compared to A B C For the Trait “Creativity” + + + + + + + + + - - - - - - - - - Person rated Person rated Ranking employees by paired comparison Method For the Trait “Quality of work”
  8. 10. Graphic or Linear Rating Scales Take decisions in consultation with others whose views he values Slow to take decisions Take decisions after careful consideration Takes decisions promptly Take decisions without consultation 0 5 10 15 20 0 5 10 15 20 Attitude No interest In work: consistent complainer Careless: In-different Instructions Interested in work: Accepts opinions & advice of others Enthusiastic about job & fellow-workers Enthusiastic opinions & advice sought by others Decisiveness
  9. 11. <ul><li>Criteria Rating </li></ul><ul><li>1.Regularity on the job Most Least </li></ul>Forced choice method <ul><ul><li>Always regular </li></ul></ul><ul><ul><li>Inform in advance for delay </li></ul></ul><ul><ul><li>Never regular </li></ul></ul><ul><ul><li>Remain absent </li></ul></ul><ul><ul><li>Neither regular nor irregular </li></ul></ul>
  10. 12. Forced distribution method No. of employees 10% 20% 40% 20% 10% poor Below average average good Excellent Force distribution curve
  11. 13. Staff Appraisal Name . . . . . . . Job Title . . . . . . . Department . . . . . . . . . . . . Date of Review . . . . . . . Age . . . . . .. . Years in present job <ul><li>Section I Appraisal Of Performance </li></ul><ul><li>Note to Appraiser </li></ul><ul><li>Appraisal must cover the period of the preceding 12 months </li></ul><ul><li>Consideration to every function & responsibility of the job </li></ul><ul><li>An objective factual assessment of an employee’s improvement or deterioration </li></ul><ul><li>Section II Promotability & Potential </li></ul><ul><li>Promotability </li></ul><ul><li>Promotion now </li></ul><ul><li>Within 2 years </li></ul><ul><li>Within 5 years </li></ul><ul><li>Unlikely to qualify for promotion </li></ul><ul><li>Section III Career Development </li></ul><ul><li>Section IV Notes on Interview with employee </li></ul><ul><li>Section V Comments on & Endorsement by Reviewing Authority </li></ul>Specimen of Staff Assessment Form [Descriptive Essay Type]
  12. 14. Ex: A fire, sudden breakdown, accident Workers Reaction scale A Informed the supervisor immediately 5 B Become anxious on loss of output 4 C Tried to repair the machine 3 D Complained for poor maintenance 2 E Was happy to forced test 1 Critical Incident method
  13. 15. Performance subordinate peers superior customer Dimension Leadership ^ ^ Communication ^ ^ Interpersonal skills ^ ^ Decision making ^ ^ ^ Technical skills ^ ^ ^ Motivation ^ ^ ^ Field review method
  14. 16. Group appraisal method
  15. 17. MBO Process <ul><li>Set organizational goals </li></ul><ul><li>Defining performance target </li></ul><ul><li>Performance review </li></ul><ul><li>feedback </li></ul>
  16. 18. Behavioral Anchored Rating Scales Performance Points Behavior Extremely good 7 Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country. Good 6 Can expect to initiate creative ideas for improved sales. Above average 5 Can expect to keep in touch with the customers throughout the year. Average 4 Can manage, with difficulty, to deliver the goods in time. Below average 3 Can expect to unload the trucks when asked by the supervisor. Poor 2 Can expect to inform only a part of the customers. Extremely poor 1 Can expect to take extended coffee breaks & roam around purposelessly.
  17. 19. 360 degree performance appraisal
  18. 20. These companies are using 360 Degree Performance Appraisal Method Examples of 360 degree performance appraisal method <ul><li>Wipro </li></ul><ul><li>Infosys </li></ul><ul><li>Reliance Industries </li></ul><ul><li>Maruti Udyog </li></ul><ul><li>HCL Technologies </li></ul><ul><li>Wyeth Consumer Health (WCH) </li></ul>
  19. 21. Issues in appraisal system Formal and informal Whose performance? Who are the raters? What problems? How to solve? What to evaluate? When to evaluate? What methods? Appraisal Design
  20. 22. Constant check induces employee to perform better
  21. 23. Advantages
  22. 24. Disadvantages
  1. A particular slide catching your eye?

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

×