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683

  1. 1. Performance Appraisal Dr. Anil Mehta
  2. 2. What it is? “ A process through which an individual employee’s behavior and accomplishments for a fixed time period are measured and evaluated” “ A systematic and objective way of judging the relative worth of an employee in performing his task”
  3. 3. “ A systematic process of reviewing an individual’s performance and progress in a job and assessing his potential for future improvement” “ A systematic method of obtaining and recording information about a person that is needed”
  4. 4. Why? <ul><li>Creating sand maintaining a satisfactory level of performance </li></ul><ul><li>Highlighting employees needs and opportunity for personal growth </li></ul><ul><li>Aiding in decision making for promotion, transfer, lay-off and discharge </li></ul><ul><li>providi89ng a useful criteria for validity of selection and training methods </li></ul>
  5. 5. <ul><li>Promoting understanding between superior and subordinate </li></ul><ul><li>Providing basis for promotion and merit increase </li></ul><ul><li>Pinpoints weaker areas </li></ul><ul><li>Providing basis for coaching and counselling </li></ul>
  6. 6. <ul><li>Who Should do Appraisal? </li></ul><ul><li>Staff Group </li></ul><ul><li>Committee </li></ul><ul><li>Immediate boss </li></ul><ul><li>Management Group </li></ul><ul><li>Self </li></ul><ul><li>Subordinates </li></ul><ul><li>Peers </li></ul>
  7. 7. Who Should be Appraised ? <ul><li>All the employees </li></ul><ul><li>What Should be Appraised? </li></ul><ul><li>Current Performance </li></ul><ul><li>Future Potentials </li></ul><ul><li>Human Talents </li></ul><ul><li>When Should be Appraised? </li></ul><ul><li>Formally once in a year </li></ul><ul><li>Informally regularly </li></ul>
  8. 8. How to Appraise ? <ul><li>Straight Ranking Method </li></ul><ul><li>Paired Comparison Method </li></ul><ul><li>Man to Man Comparison Method </li></ul><ul><li>Scaling Method </li></ul><ul><li>Graphic or linear Rating Method </li></ul><ul><li>Forced Choice Distribution Method </li></ul>
  9. 9. <ul><li>Check List </li></ul><ul><li>Free Entry Method </li></ul><ul><li>Critical Incident Method </li></ul><ul><li>Group Appraisal Method </li></ul><ul><li>Field Review method </li></ul>
  10. 10. <ul><li>Essential Steps in Appraisal Program </li></ul><ul><li>Obtain the consent of line management in respect of needs </li></ul><ul><li>Formulate the suitable plan </li></ul><ul><li>Obtain the cooperation of subordinates in devising the appraisal form </li></ul><ul><li>Explain the nature and purpose of the program </li></ul><ul><li>Line-staff cooperation </li></ul><ul><li>Arrangement for periodic discussion </li></ul><ul><li>Recommend for salary increase </li></ul><ul><li>Provision for challenger and review of appraisal </li></ul>
  11. 11. <ul><li>The Appraisal Process </li></ul><ul><li>Communicate performance standards </li></ul><ul><li>Establish performance standards </li></ul><ul><li>Measure actual performance </li></ul><ul><li>Compare actual performance with the standards </li></ul><ul><li>Discuss appraisal with the employees </li></ul><ul><li>If necessary, invite corrective measures </li></ul>
  12. 12. <ul><li>Problems In Appraisal </li></ul><ul><li>Desire to be accepted </li></ul><ul><li>Lack of skills </li></ul><ul><li>First impression </li></ul><ul><li>Stereotyping </li></ul><ul><li>Central tendency </li></ul><ul><li>Strict or liner rating </li></ul><ul><li>Latest behavior </li></ul>

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