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9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
9566798 performance-management
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9566798 performance-management

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  • 1. Performance Management
  • 2. Definition
    • Can be defined as the process of evaluating the performance of an employee and communicating the results of the evaluation to him/her for the purpose of rewarding or developing the employee .
  • 3. Objectives of the Performance Appraisal
    • Setting targets and goals as performance standards
    • Evaluating employee performance
    • Identifying Training and development needs
    • Rewarding Performance
    • Improving Performance
  • 4. The Appraisal Process
    • Determination of standards of performance based on the organizational objectives and the job description
    • Deciding on the method of measurement of employee performance against the pre-determined goals and standards
    • Actual Process of measurement
    • Communicating the results of the appraisal to the employee concerned .
    • Using the appraisal effectively
  • 5. The Appraisers
    • Self Appraisal
    • Supervisors
    • Peers
    • Customers/Clients
    • Subordinates
  • 6. Performance Appraisal Methods
    • MBO
    • Graphic Rating Method
    • Work Standards Approach
    • Essay Appraisal
    • Critical Incident Method
    • Forced Choice Rating Method
    • Point Allocation Method
    • Ranking Methods
  • 7. Performance Appraisal Methods Cont’d
    • Checklist
    • BARS
    • 360 Degree Performance Appraisal
    • Team Appraisal
    • Balance Score Card
  • 8. Challenges Of Appraisal Interview
    • The Organization Culture
    • Relationship Between employee and his Boss
    • Maturity Levels of the Individuals
    • An apprehensive employee
    • A wary appraiser
    • A biased appraiser
    • Inexperience
  • 9. Pitfalls in Performance Appraisal
    • Halo Effect
    • Leniency Effect
    • Stringency Effect
    • Recency Effect
    • Primacy Effect
    • Central Tendency Effect
    • Culture
    • Stereotyping
    • Perceptual Set
    • Fundamental Attribution Error
  • 10. Uses Of Performance Appraisal
    • Training & Development needs identified
    • Basis for compensation Management system
    • Used for career planning activities
    • Succession Planning
    • HR planning etc
    • ETHICS OF PA .

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