PERFORMANCE The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
APPRAISAL 1. It is anImpartial analysis and evaluation conducted acc ording to established criteria to determine the acceptability, merit, or worthof an item
PERFORMANCE APPRAISAL Performance appraisal is the process of systematically evaluating the performance and providing the feedback. OR Performance appraisal is the system of reviewing and evaluating of an individual’s or the team’s performance.
OR Performance appraisal may be defined as an integrative process involving, evaluation of employee’s competence, contributions, improvements, opportunities,and potential for future growth with organizational objective…
OBJECTIVE 1. Increased motivation to perform effectively 2. Increased self-esteem of employees 3. Better clarity and definition of job fyunctions and responsibility 4.Valuable communication developed among appraisal participants 5.Reward distributed on fair and credible basis 6. Improve manpower planning
WHY PERFORMANCEAPPRAISAL 1. For development decisions A* personal development B* development of skills C* self analysis D* self development planning
2. Administrative decisions A* personal decisions B* removal of deficiencies in performance C* Job redesign
METHOD OF PERFORMANCEAPPRAISAL A* PAST ORIENTED 1. Essay appraisal 2. Graphic rating scale appraisal 3. field review appraisal 4. Forced-choice rating appraisal 5. Critical incident appraisal 6.Work standard approach 7. Ranking method appraisal
360-Degree Appraisal 360-degree feedback, also known as multi- rater feedback, or multisource assessment, it is feedback that comes from all around an employee. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders
What is 360° feedback? Behavioural: A tool which gives you insight into the way others perceive you as a leader- manager, based on your behaviours Multidimensional: Opinions are gathered from you, your manager, your peers and your staff Developmental: A critical supplement to goal-based performance assessment for leader-managers
History The German Military first began gathering feedback from multiple sources in order to evaluate performance during World War II .
Merits 1. excellent employee development tool 2. Accurate and reliable 4. More objective being multi-rater system
A more balanced view of individual performance - everyone who interacts with you Powerful - more likely to prompt behaviour change, where arequired Reveals unique information not captured through day to day interactions (reflection) Source of relInformative - tells you what other people want from you Development focused - a self directed learning tool reiable feedback for managers
Demerits Time consuming and coastly Sensitive to organization May damage self-esteem of employees if the feedback is brutal Difficult to implement in cross-functional teams