Human Resource Management & Practices
Assignment on: Performance Management & appraisal
Md. Abu Baker
Management and Appraisal
Md. Ashraful Alam
Steps in Appraising Performance
The Supervisor’s Role
Why Appraise Performance?
Concept of Performance Management & Appraisal
3. Performance Management
Performance management is a process that is
supported by a framework of systems, structures and
procedures such as appraisal systems, learning and
development plans, objective setting and performance
measurement systems, and reward and remuneration
Dynamic, continuous process.
Improves organizational effectiveness.
Align with strategic goals.
Customized with organization capabilities.
4. Performance Appraisal
Performance appraisal is the specific analysis of the
performance of employees inside the company. PA is
the method of evaluating the behavior of the employees
in the workplace, normally including both quantitative
and qualitative aspect of the job.
Periodic (usually annual) event.
Last step in performance management
Highly structured and well defined.
5. WHY Appraise Performance?
Appraisals play an integral role in the employer’s
performance management process.
Appraisals help in planning for correcting
deficiencies and reinforce things done correctly.
Appraisals, in identifying employee strengths and
weaknesses, are useful for career planning.
Appraisals affect the employer’s salary raise
6. The supervisor is usually in the best position to
observe and evaluate subordinate’s performance
and is also responsible for that person’s
Coaching and counseling
Annual and Final Performance Appraisal
7. Steps in Appraising Performance
Deliver it clearly.
8. Behaviorally Anchored Rating Scales
Behaviorally Anchored Rating Scales (BARS) are
designed to bring the benefits of both qualitative and
quantitative data to the employee appraisal process.
BARS compare an individual’s performance against
specific examples of behavior that are anchored to
Example: A level six rating for a nurse may require them to show
sympathy to patients while a level nine rating may require them to
show higher levels of empathy and ensure this comes across in all
dealings with the patient.
9. Management By Objectives
Set the organization’s goals.
Set departmental goals.
Discuss departmental goals.
Define expected results (set
10. Electronic Performance Monitoring
EPM means using technology to
monitor the activities of
employees at work
11. Potential Appraisal Problems
12. Five Guidelines for holding Effective Appraisals
Do your homework.
Set the stage
Conduct the interview
Close the discussion
13. Performance Appraisal VS Management
Joint process through dialogue
Annual appraisal meeting
Continuous review with one or more
Use of ratings
Ratings less common
Focus on quantified objectives
Focus on values and behaviors' as well as
Often linked to pay
Less likely to be directly linked to pay
Bureaucratic - complex paperwork
Documentation kept to a minimum
Owned by the HR department
Owned by line managers
14. Basic Building blocks of Performance Management
Coaching and Counseling
Reward and recognition
Make sure mgrs
necessary to link
Start with effective
training for your
managers are a