Lecture5
Upcoming SlideShare
Loading in...5
×

Like this? Share it with your network

Share

Lecture5

  • 1,444 views
Uploaded on

HRM

HRM

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
1,444
On Slideshare
1,444
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
51
Comments
0
Likes
1

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Sanchawa, Denis H HUMAN RESOURCE MANAGEMENT FUNCTIONS11/5/2012 PERFORMANCE APPRAISAL
  • 2. Definitions Performance appraisal is the process of assessing the performance or progress of an employee, or a group of employees on the given job, as well as his potential for future development. Performance appraisal or Performance evaluation is a method of evaluating the behaviour of employees in a work place, normally including both the quantitative and qualitative aspect of job performance. Sanchawa, Denis H 11/5/2012
  • 3. Meaning and description Thus, performance appraisal comprises all formal procedures used in organisations to evaluate the contributions, personality, and potential of individual employees. In other words, performance appraisal includes the comparison of performance scales of different individuals holding similar areas of work responsibilities and relate to determination of worth of the scales for the achievement of organisaton objective. Sanchawa, Denis H 11/5/2012
  • 4. Meaning and descriptions Performance appraisal is a systematic evaluation of the employees performance at work. Performance appraisal is a process of evaluating an employees performance on a job in terms of its requirement. It is a process of estimating or judging the value, excellence, qualities of status of some object, person or thing. Sanchawa, Denis H 11/5/2012
  • 5. Characteristics of performanceappraisal A Process : Performance appraisal is not a one-act play. It is rather a process that involves several acts or steps. Systematic Assessment : Performance appraisal is a systematic assessment of an employee‘s strengths and weakness in the context of the given job. Main Objective : The main objective of it is to know how well an employee is going for the organisation and what needs to be improved in him. Sanchawa, Denis H 11/5/2012
  • 6. Characteristics---- Scientific Evaluation : It is an objective, unbiased and scientific evaluation through similar measure and procedures for all employees in a formal manner Periodic Evaluation :appraisal of an individual employee is likely to occur at certain intervals through out that person‘s history of employment (say quarterly, six monthly, annually, etc.) Employee Feedback : Performance appraisal system provides information to employees on how well they are doing their jobs, and this feedback is provided to them when it is relevant. Sanchawa, Denis H 11/5/2012
  • 7. Purpose of performanceappraisal Appraisal Procedure : It provides a common and unified measure of performance appraisal to the employees. Decision Making : Performance appraisal of the employees helps in decision making by the management. Work Performance Records : Performance appraisal gives us a complete information in the form of records regarding every employee. Sanchawa, Denis H 11/5/2012
  • 8. Purpose of performanceappraisal 4. Employees Development : Performance appraisal guides 5. Enables Supervisors to be More Alert and Competent : 6. Merit Rating . It enables them to make more careful analysis of personnel in the organization. 7.It improve employee employers relation. Sanchawa, Denis H 11/5/2012
  • 9. Uses of performance appraisal Helps in deciding promotion Helps in personnel actions such as demotion ,transfers and layoffs Helps in wage and salary administration Helps in training and development Helps in personnel research in the field of personnel management. Helps in self evaluation Help in creating healthy competition because it brings out the deficiencies and shortcomings of the employees. Sanchawa, Denis H 11/5/2012
  • 10. Essentials for effectiveperformance appraisal system Mutual trust between supervisors and employees Clear objectives Standardization Training Job relatedness Strength and weakness Feedback and participation Individual differences Post appraisal system Sanchawa, Denis H 11/5/2012
  • 11. Essentials---- Post appraisal interview Review and appeal Sanchawa, Denis H 11/5/2012
  • 12. Steps for effective performanceappraisal Establishing performance standard Communicating performance standards to employee Measuring actual performance Comparing actual standards with performance Discussing the appraisal with the employee Initiating corrective actions. Sanchawa, Denis H 11/5/2012
  • 13. Methods of performanceappraisal Traditional methodsRanking methodGrading methodMan to man comparison methodGraphic rating scale Modern methodsMboAssessment centre method360 degree feedback and etc Sanchawa, Denis H 11/5/2012
  • 14. Assignment one(individual)Performance appraisal is not merely for appraisal but is for accomplishment and improvement of performance. DiscussSubmission: Friday 5th October 2012 at 10:00 Am. Sanchawa, Denis H 11/5/2012