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Perfomnce appraisal
 

Perfomnce appraisal

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    Perfomnce appraisal Perfomnce appraisal Presentation Transcript

    • Performance Appraisal
    • •DFINATION •MEANING •OBJECTIVE ABOUT PERFORMANCE APPRAISAL PROCESS •TRADITIONAL •MODERN METHODS/TECHNIQUES Factors affecting performance appraisal Issues ADVANTAGES Disadvantages Index
    • DEFINATION
    • MEANING
    • ACC. To EMPLOYEES ORGANIZATION •CONCENTRATE & TANGIBLE PARTIC -ULARS ABOUT THERE WORK. • ASSESSMENT OF PERFORMANCE. •MEASURING THE EFFICIENCY •MAINTAINING ORGANISATIONAL CONTROL. Objectives
    • AIMS AT EMPLOYEES ORGANIZATION •PERSONAL DEVELOPMENT • WORK SATISFACTION •INVOLVEMENT IN THE ORGANI -SATION. •MUTUAL GOALS OF EMPLOYEES & ORGANISATION. •GROETH & DEVELOPMENT •INCREASE HARM -ONY & ENHANCE EFFECTIVENESS
    • TAKING CORRECTIVE STANDARDS DISCUSS APPRAISAL WITH EMPLOYEES COMPARE ACTUAL PERFORMANCE WITH STANDARDS MEASURING ACTUAL PERFORMANCE COMMUNICATING SATNDARDS SETTING PERFORMANCE STANDARDS PROCESS
    • Method Traditional methods Modern methods 1. Paired comparison 2. Graphics rating scales 3. Forced choice description method 4. Forced distribution method 5. Checks list 6. Free Essay method 7. Critical incidents 8. Group appraisal 9. Field review method 10. Confidential method 11. Ranking 1. Assessment center 2. Appraisal by results or management by objectives 3. Human asset accounting 4. Behaviorally anchored rating scales
    • Organizational structure Interdependence of sub-systems Style of organizational leadership Environmental Constraints factorS affecting performance appraisal
    • Issues in appraisal system Appraisal design Formal & Informal What methods? When to evaluate? What to evaluate? Whose performance? Who are the raters? What problems? How to solve?
    • Advantage Performance record over a period of time Motivates through good reward & compensations. Provides an opportu -nity to managers to Meet & measure performance Opportunity of issues discussion & expec -tation clearification to employees Provides feedback to the employees about there performance
    • Disadvantage Negative experience If done unappropriately Time consuming, specially for managers. If done incorrect, can be a complete waste of time Can be stressfull for all involved Subject to rater errors and biases