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683 683 Presentation Transcript

  • Performance Appraisal Dr. Anil Mehta
  • 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”
  • “ 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”
  • Why?
    • Creating sand maintaining a satisfactory level of performance
    • Highlighting employees needs and opportunity for personal growth
    • Aiding in decision making for promotion, transfer, lay-off and discharge
    • providi89ng a useful criteria for validity of selection and training methods
    • Promoting understanding between superior and subordinate
    • Providing basis for promotion and merit increase
    • Pinpoints weaker areas
    • Providing basis for coaching and counselling
    • Who Should do Appraisal?
    • Staff Group
    • Committee
    • Immediate boss
    • Management Group
    • Self
    • Subordinates
    • Peers
  • Who Should be Appraised ?
    • All the employees
    • What Should be Appraised?
    • Current Performance
    • Future Potentials
    • Human Talents
    • When Should be Appraised?
    • Formally once in a year
    • Informally regularly
  • How to Appraise ?
    • Straight Ranking Method
    • Paired Comparison Method
    • Man to Man Comparison Method
    • Scaling Method
    • Graphic or linear Rating Method
    • Forced Choice Distribution Method
    • Check List
    • Free Entry Method
    • Critical Incident Method
    • Group Appraisal Method
    • Field Review method
    • Essential Steps in Appraisal Program
    • Obtain the consent of line management in respect of needs
    • Formulate the suitable plan
    • Obtain the cooperation of subordinates in devising the appraisal form
    • Explain the nature and purpose of the program
    • Line-staff cooperation
    • Arrangement for periodic discussion
    • Recommend for salary increase
    • Provision for challenger and review of appraisal
    • The Appraisal Process
    • Communicate performance standards
    • Establish performance standards
    • Measure actual performance
    • Compare actual performance with the standards
    • Discuss appraisal with the employees
    • If necessary, invite corrective measures
    • Problems In Appraisal
    • Desire to be accepted
    • Lack of skills
    • First impression
    • Stereotyping
    • Central tendency
    • Strict or liner rating
    • Latest behavior