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Ppt performance appraisal Ppt performance appraisal Presentation Transcript

  • PERFORMANCE APPRAISAL MANAGEMENT SYSTEM PRESENTED BY: DIVYA SHARMA (MBA SOMG)
  • TOPICS INCLUDED:
    • INTRODUCTION.
    • NEED OF PERFORMANCE APRRAISAL.
    • PERFORMANCE APRRAISAL Vs PERFORMANCE MANAGEMENT.
    • MODEL.
    • PROCESS.
    • METHODS OF APRRAISALS.
    • DIFFERENCE BETWEEN TRADITIONAL APRRAISAL & MORDERN APRRAISAL.
    • LIMITATIONS.
  • INTRDUCTION
    • Performance appraisal , also known as employee appraisal , is a method by which the job performance of an employee is evaluated (generally in terms of quality , quantity , cost and time ). Performance appraisal is a part of career development .
    • According to CIPD(U.K.)-”The 21 st century organisation is one in which people really are the greatest asset, and people management needs to go beyond lip service to become a core competence of every organisation.”
  • NEED OF PERFORMANCE APPRAISAL
    • Give feedback on performance to employees.
    • Identify employee training needs.
    • Document criteria used to allocate organizational rewards .
    • Form a basis for personnel decisions: salary increases, promotions , disciplinary actions , etc.
  • .
    • Provide the opportunity for organizational diagnosis and development.
    • Facilitate communication between employee and administraton
    • Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements
  • DIFFERENCE BETWEEN
    • PERFORMANCE APPRAISAL
    • Top down assessment.
    • Annual appraisal meeting.
    • Use of rating.
    • Monolithic system.
    • Focus on quantified objectives.
    • Often linked to pay.
    • Bureaucratic- complex paperwork.
    • Owed by the HR department.
    • PERFORMANCE MANAGEMENT
    • Joint process through dialogue.
    • Continuous review with one or more formal reviews.
    • Rating less common.
    • Flexible process.
    • Focus on value and behaviors as well as objectives.
    • Less likely to be direct link to pay.
    • Documentation kept to be minimum.
    • Owed by line managers.
  • MODEL OF PERFORMANCE APPRAISAL
  • Process of performance appraisal MEASURING ACTUAL PERFORMANCE COMPARING WITH STANDARDS SETTING PERFORMANCE STANDARDS
  •  
  • Methods of performance appraisals
    • Essay appraisal :
    • Narrative description of the employee strength ,weakness, past performance and suggestions for
    • improvement in rater’s own words.
    • Critical incident appraisal :
    • K ey behavior of an employee like “aggressive” or “imaginative” or “relaxed" but does not tell anything about how well the job has been done.
    • Checklist :
    • E valuator uses a list of “behavioral description", goes down the list and give yes or no responses. he checks and ticks the items.
    • Graphic rating scale :
    • The assessor goes down the list of factors and notes that point along the scale that best describe the employee.
  • Cont…
    • Forced choice:
    • A mong the mentioned statements the rater have to make choice which statement is most descriptive of the individual being evaluated.
    • Behaviorally anchored rating scale
    • ( BARS) :
    • T hese scales are descriptions of various degrees of behavior relating to an aspect of performance dimension.
    • Ranking method :
    • Under this method a man is compared with all the other employees without any specific factors.
  • Cont…
    • Confidential report:
    • It is a descriptive appraisal involves a lot of subjectivity because it based on impressions rather than on data.no feedback is provided to the employee being appraised.
    • Group appraisal method:
    • A group of evaluators assesses the employee. Personal bias is minimized due to multiple evaluators, but it is consuming method.
    • Field review method:
    • Under this method ,the line manager do not themselves fill up the rating form .instead representatives from the personnel departement come to the shop floor and interview the supervisors to obtain information about their employees.
  • Cont…
    • Assessment centre method:
    • A group of employees is drawn from different work units. They work together on an assignment . The employees are evaluated both individually and collectively, under this method ,job related characteristics are evaluated to determine employee potential for promotion.
    • Human resource accounting method:
    • Competent and well trained employees are a valuable asset of an organization. Performance is judged in terms of costs and financial gains.
    • Appraisal by objectives:
    • Employees are evaluated by how well they accomplish a specific set of objectives that have been determined for their job. This method is also known as management by objectives(MBO).
  • Difference between traditional and modern performance appraisal methods CATEGORIES TRDITIONAL APPRAISAL SYSTEMATIC MORDERN APPRAISAL Guiding values Individualistic, control oriented,documentory Systematic, Developmental, problem solving. Leadership styles Directional, evaluative Facilitative, coaching. Frequencies Occasional. Frequent. Formalities High Low Reward Individualistic. Grouped, organizational.
  • LIMITATIONS /PROBLEMS OF PERFORMANCE APPRAISAL
    • Clarity of standards.
    • Problems of bias.
    • Excessive leniency or strictness.
    • Halo error.
    • Influence of a man’s job.
  • Cont…
    • Recency error.
    • Similarity error.
    • Stereotyping.
    • Central tendency.
    • Discrimination.
  • CONT..
    • Incompetence.
    • Negative approach.
    • Resistance.
    • Mere formality.
    • Varying standards.
    • Contrast error.
  • THANK YOU