Performance Appraisal

Performance Appraisal system is a part of ongoing management process, the purposes of which are to:
Provide for systematic planning by allowing the manager to identify critical job elements & objectives.
Conduct a systematic review of employees overall performance & provide constructive feedback.
Provide objective information to guide management decisions on promotions etc.
Establish an objective basis for determining annual performance.

Establishing Performance Standards
Communicating Performance Standards to employees
Measuring Actual Performance
Comparing Actual Performance with Standards
Discussing appraisal with the employees
Taking Corrective Action

The following criteria should be followed to make the performance appraisal more effective:
Make performance appraisal part of an ongoing process
Look at all aspects of an employee’s performance
Make specific and constructive judgments
Criticize work habits & behavior, not the person
Don’t let marginal employees slide
Keep complete written records for all performance appraisals.

Developing Business Plans
Establishing aspects of performance that need to be measured
Setting up Systems to Monitor & Evaluate
Defining the General Performance Expectations of Employees
Agreements on Specific Performance Objectives
Developing an Internal Communications System
Ensuring that the performance Appraisal System is well understood & is working effectively
Supporting employees to help them perform well
Seeking Performance improvement
Recognizing & Rewarding good performance

Jobs Capabilities Technical Managerial Human Conceptual Skilled workers, operators, clerks, typist, foreman, etc. Very much essential Not needed Some desirable Some essential Not Needed First level supervisor, junior Very essential A few are desirable Some desirable Some essential Not Needed Junior & middle level manager Some important many not essential Important Some essential A few are useful

Junior & middle level manager Some important many not essential Important Some essential A few are useful Senior managers, Head of Dept./Sec A few are desirable Very essential Many are needed Some are important Desirable Unit Heads, GM etc. A few are desirable Very essential Many are essential & important Essential Chief Executives Not needed Important Very essential Most Essential

Traditional Modern
Graphic Rating Scales
Confidential Report
Straight Ranking Method
Paired Comparison Method
Forced Distribution Method
Grading System
Checklist Method
Critical Incident Method
HR Scorecard
HR Accounting
Competency Mapping
Assessment & Development Centre
360 degree Appraisal
540 degree Appraisal
Management by Objective (MOB)
Behaviorally Anchored Rating Scale (BARS)

Identifying Job Families
Identifying Competencies
Defining Competencies
Strategizing Competencies
Defining Measurement Scale
Position Profiling
Person Profiling

Development of Reward Strategy

Reward Management Process

THANK YOU

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Performance Appraisal

by Dixita Sharma on Aug 19, 2009

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