3.  Performance appraisal is the process of
measuring quantitatively and
qualitatively an employees‟ past or
present performance against the
background of his expected role
performance, the background of his
work environment ,and about his future
potential for an organization.

4.  According to Edward Flippo ,
“performance appraisal is the systematic,
periodic and an impartial rating of an employee‟s
excellence in matters pertaining to his present job
and his potential for a better job.”
According to Dale S. Beach
„‟Performance appraisal is the systematic evaluation of
the individual with respect to his or her performance
on the job and his or her potential for development‟‟.

5.  It is systematic and objective description
of an employee’s strength and
weaknesses in terms of the job.
 The appraisal is an ongoing and
continuous process.
 The performance appraisal seeks to
secure information.
 Performance appraisal may be formal or
informal.

6.  1)Work –Related Objectives.
 2)Career Development Objectives.
 3)Communication .
 4)Organizational Objectives

7.  An effective system of performance
appraisal help the supervisor to evaluate
the performance of his employees
systematically and periodically.
 The result of performance appraisal may
be used by the supervisor in constructively
guiding the employees in the efficient
performance of their jobs.
 It provides the management and objective
basis.
 It can be used for transfer and promotion of
employee.

8.  Appraisals can be used to analyze the
training and development needs and
evaluate the effectiveness of existing
training programs.

9.  1.Leniency or strictness.
 2.Similarty error
 3.Miscellaneous biases.
 4.faulty assumptions
 5.Psychological blocks.

10. Communicating standards to
employees
Establishing standards
Measuring actual performance
Comparing actual with standards
Discussing reports with employees
Taking corrective action

11.  A)TRADITIONAL METHODS
 B)MODERN METHODE

12. Traditional method
 1,Confidential report
 2,Graphic scales
 3,Straight ranking
 4,Paired comparisons
 5,Grading system
 6,Forced distribution

13.  Assessment centre
 Human resource accounting
 Behaviorally anchored rating scales
 Management by objectives
 360 degree performance appraisal

14.  The confidential report is written for a unit of one
year and relates to the performance ,ability and
character of the employee during that yerar.The
report is not data based but subjective.
2.Graphic scale method
A rating scale lists traits and a range of performance
value for each trait. The supervisor rates each
subordinates by circling or checking the score that
best describes his performance for each trait. The
assigned value for the trait are then tottaled .The
selection of factor to be measured on the graphic
rating scale is an important point under this system.

15.  3.Straight Ranking Method
Every employee is judged as a whole without
distinguishing the rate from his performance
.A list is then prepared for ranking the
workers in order of their performance on the
job so that an excellent employee is at the
top and the poor at the bottom.
4.Paired comparisons method
In this method every person is compared trait
–wise, with other persons ,one at a time ,
the number of times one person is
compared with other is tallied on a piece of
paper. These numbers help in yielding rank
order of employees.

16. 5.Grading System
Under this system certain features like
analytical ability,co-operativenes
,dependability, job knowledge etc. are
selected for evaluation. The employees are
given grades according to the judgement
of the rater.
6.Forced distribution method
This system minimizes rater’s bias so that all
employees are not similarly rated. This
system is based on the presumption that all
employees can be divided in to five
categories.ie,outstanding, above average ,
average ,below average and poor.

17. 1,Assessment centre
Assessment center is a method also used to
select candidate for entry level position. All
candidate get an equal opportunity to
prove their merit. They are evaluated by a
team of trained evaluators under similar
condition.
2.Human resource accounting
Under this method ,performance is judged in
terms of cost and contributions of
employees.

18. 3, Behaviorally anchored rating scale
It combines the benefit of critical incidents
and graphic rating scale by anchoring a
scale with specific behavioral examples of
good or poor performance.
4,Management by objectives
MBO can be on a modest scale with
subordinates and superiors jointly setting
goals and periodically providing feedback.
It refers to a comprehensive,organisation
wise goal setting and appraisal
programme .

19. 6,360 Degree performance appraisal
This appraisal provides formalized
communication link between an employee
and his customers. By design this appraisal is
effective in identifying and measuring
interpersonal skills, customer satisfaction
and team building skills.

20.  Performance appraisal is a significant
element of information and control
system in organisations.It can be put to
several uses concerning the entire
spectrum of HRM function.