2. TABLE OF CONTENTS• Introduction And Objective.• Process For Performance Appraisal.• Methods For Performane Appraisal.• Limitations Of Performance Appraisal.• 360 Degree Appraisal.• Performance Appraisal Interview And Feedback.• Career Development.
3. INTRODUCTIONA performance appraisal is a method by which the jobperformance of an employee is evaluated in termsof quality, quantity, cost, and time, typically by thecorresponding manager or supervisor. OBJECTIVEIt is to obtain, analyze, and record information about therelative worth of an employee to the organization.Performance appraisal is an analysis of an employees recentsuccesses and failures, personal strengths andweaknesses, and suitability for promotion or further training. Itis also the judgment of an employees performance in a jobbased on considerations other than productivity alone
4. PROCESS FOR PERFORMANCE APPRAISAL Setting performanceTaking corrective standards Communicating measures standards Discussing Measuring results standards Comparing standards
5. METHODS FOR PERFORMANCE APPRAISALTRADITIONAL METHOD: Paired Comp arison Graphi Forced c Distrib Rating uition Scale Annual Narrati Confid ve ential Forms Repot Critical Incide nt
6. METHODS FOR PERFORMANCE APPRAISALMODERN METHOD: Assesment Centre Human BARS Asset Accounting
7. LIMITATIONS OFPERFORMANCE APPRAISAL. If not done appropriately, can be a negative experience. Can be stressful for all involved If not done right can be a complete waste of time. Very time consuming, especially for a manager Subject to rater errors & biases.
8. 360 DEGREE ANAYSISDefination:It is defined as the systematic collection andfeedback of performance data on anindividual or group, derived from a number ofstakeholders in their performance.Stakeholders: Are the people who areeffected by the performance and those whodeal with employee very closely.
9. 360 DEGREE ANAYSIS Team Peers Boss Members Feedback From CustomersSelf Staff
10. 360 DEGREE ANAYSISAdvantages:• It is transparent and bias free.• Employees get to know the perception about them fromothers’ point of view.• The system is more comprehensive.• Quality of information is better.Disadvantages:• Some people may fear retaliation if they give negativefeedback.• The system requires training to work effectively.• There may be conflicting opinions, though they may allbe accurate from the respective standpoints.
11. Post Performance Appraisal Interview And FeedbackThe post appraisal interview is an essentialpart of the performance appraisal system.The employee gets useful feedbackinformation about how effectively andefficiently he is able to discharge theassigned duties. The post appraisal interviewhelps both parties to review standards, setnew standards based on the experiencegained.
12. Post Performance Appraisal Interview And FeedbackFew things to be kept in mind whilegiving and receiving feedbacks:• Adequate preparation• Describe behavior• Proper timings• Help both parties
13. Post Performance Appraisal Interview And FeedbackObjectives of performance appraisalfeedback:• To let employees know where they stand;• To help employees do a better job by clarifying what is expected of them;• To plan opportunities for development and growth;• To strengthen the superior-subordinate working relationship by developing a mutual agreement of goals;• To provide an opportunity for employees to express themselves on performance-related issues.
14. CAREER DEVELOPMENT• The continuous process of making career decision based on individual’s experiences and interactions.
15. CAREER DEVELOPMENTIn organizational development, the study ofcareer development looks at:• How individuals manage their careers within and between organizations and,• How organizations structure the career progress of their members, it can also be tied into succession planning within some organizations.
16. CAREER DEVELOPMENTFive Stages:• Self-Assessment• Research• Decision-Making• Networks and Contacts• Work