PRESENTATION
ON
PERFORMANCE APPRAISAL
YATIN SHARMA
PA is the method of evaluating the
behaviour of the employees in the
workplace, normally including
both quantitative and q...
• Provide information about the performance ranks.
Decision regarding salary revision, confirmation,
promotion and demotio...
• The performance review must occur atleast
once in a year. Some companies review twice in
a year.
• However, as a part of...
• Establish a more effective two way communication
• Set performance objectives
• Help improve current performance
• Asses...
• The Appraisee
• The Appraiser
• HR Department
WHO are involved in Performance
Appraisal
Traditional Methods of
Performance Appraisal.
• Graphic Rating Scales: This is the oldest and
most widely method used for ...
Ranking Method
• This is one of the oldest and simplest
techniques of performance appraisal. In
this method, the appraiser...
Essay Method
• This method asked managers /
supervisors to describe strengths and
weaknesses of an employee’s behavior.
Confidential Report
It is mostly used in government organizations. It
is a descriptive report prepared, generally at the
e...
Modern Methods
MBO
A process whereby the superior and
subordinates of the organization jointly
identify its common objectives, define
eac...
360 DEGREE
FEEDBACK
What is 360 DF?
360 Degree Feedback is a multi - rater
feedback system where an individual is
assessed by a number of asse...
Internal
Customers
“Boss”
Peers
External
Customers
Team
Members
Self
Feedback
collected from
Using a specially
designed to...
Performance appraisa l
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Performance appraisa l

  1. 1. PRESENTATION ON PERFORMANCE APPRAISAL YATIN SHARMA
  2. 2. PA is the method of evaluating the behaviour of the employees in the workplace, normally including both quantitative and qualitative aspect of the job.  How the employee is performing  How the employee can develop  What the superior can do to make it happen  How the job is going What is Performance Appraisal
  3. 3. • Provide information about the performance ranks. Decision regarding salary revision, confirmation, promotion and demotions. • Provide feedback about level of achievement and behaviour of the subordinate. • Provide information to diagnose the deficiency of the employees. • Provide training and development needs of the employees. WHY conduct a Performance Appraisal
  4. 4. • The performance review must occur atleast once in a year. Some companies review twice in a year. • However, as a part of Performance Management, the performance review is a continuing, ongoing activity. WHEN to conduct a Performance Appraisal
  5. 5. • Establish a more effective two way communication • Set performance objectives • Help improve current performance • Assess past performance • Provide feedback on performance • Identify training & development needs. • Assist in career planning decisions OBJECTIVES of Performance Appraisal
  6. 6. • The Appraisee • The Appraiser • HR Department WHO are involved in Performance Appraisal
  7. 7. Traditional Methods of Performance Appraisal. • Graphic Rating Scales: This is the oldest and most widely method used for performance appraisal. The scales may specify five points, so a factor such as job knowledge might be rated 1 (poorly informed about work duties) to 5 (has complete mastery of all phases of the job).
  8. 8. Ranking Method • This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation.
  9. 9. Essay Method • This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior.
  10. 10. Confidential Report It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employee’s immediate superior. The report highlights the strengths and weaknesses of the subordinate.
  11. 11. Modern Methods
  12. 12. MBO A process whereby the superior and subordinates of the organization jointly identify its common objectives, define each individual’s major areas of responsibility. 1. Establishment of Goals 2. Setting the performance standard 3. Actual level of job attainment is compared with the goals agreed upon. 4. Establishing new goals and new strategies for goals not previously attained.
  13. 13. 360 DEGREE FEEDBACK
  14. 14. What is 360 DF? 360 Degree Feedback is a multi - rater feedback system where an individual is assessed by a number of assessors including his boss, direct reports, colleagues, internal customers and external customers
  15. 15. Internal Customers “Boss” Peers External Customers Team Members Self Feedback collected from Using a specially designed tool Anonymously What is 360 DF?
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