PRESENTATION ON PERFORMANCE APPRAISAL CASE STUDY

1. WELCOME TO
YOU ALL

2. PRESENTING A CASE STUDY ON
PERFORMANCE
APPRAISAL
PREPARED BY
AMITA SHARMA

3. AN INTRODUCTION TO THE
CASE STUDY
 There is a SUPERSTORE operating in New Delhi for past
5yrs.Mr. A.R. REHMAN is the area manager for
superstore. He manages 22 stores in WEST DELHI.
 Mr.RAJAN is the cashier cum accounted & also holds
the responsibility of depositing the collected cash in the
bank every next morning.
 But one morning when he was about to go to deposit
the Sum of Rs.3,25,000,the cash bag was missing due to
some circumstances.
 As per rule book, He was terminated despite of having
good record in the past 4yrs & best employee award.
 At the end of the case the bag was found because it was
mistakenly taken by a customer child.

4. CONCLUSION
• NO DOUBT RULE BOOK IS TO BE RESPECTED BUT
IT SHOULD HAVE DIFFERENT CRITERIA FOR
DIFFERENT LEVEL OF MISTAKES.WE SHOULD TAKE
A DECISION CONSIDERING EVERY ASPECT,FROM
ORGANISATIONS VIEW AS WELL AS EMPLOYEES
VIEW..
• TERMINATING SUCH A GOOD CANDIDATE WHO
WAS A BEST EMPLOYEE & HAS A GOOD RECORD
FOR PAST 4 YEARS IS A LOSS FOR THE
ORGANISATION.

5. HERE GRAPHIC RATING SCALE
METHOD CONSIDERS THE FOLLOWING
QUALITIES
RESPONSIBILITY
DEPENDABILITY
INITIATIVE
INTEREST IN WORK
LEADERSHIP
POTENTIAL
COOPERATIVE
ATTITUDE
COMMUNITY
ACTIVITY

6.  The employees who were rated high were given
promotion & increments in their salary.
 But 3 employees were dissatisfied with the whole
criteria. they complained to the head that the
method doesn’t represent their actual
performance. the method considers behavioral,
characteristic and traits but it doesn’t concentrate
on the real performance and results achieved by
the employee.
 They tried to threaten the head by saying that they
will create a labors union and ban it.
 The head was frightened and took a decision of
stopping the appraisal system and not doing any
performance evaluation.

7. PERFORMANCE APPRAISAL
 PERFORMANCE APPRAISAL IS
A SYSTEMATIC & OBJECTIVE
WAY OF JUDGING THE
RELATIVE WORTH OR
ABILITY OF AN EMPLOYEE IN
PERFORMING HIS JOB.
 IN THIS CASE AT LAST THE
MANAGER TOOK THE
DECISION OF NOT
CONDUCTING APPRAISAL OF
EMPLOYEES IN FUTURE
BECAUSE THE WHOLE
PROBLEM AROSED FROM IT.
 AS FAR AS I AM CONCERNED I
DON’T AGREE WITH THE
MANAGEMENT DECISIONS OF
DISCONTINUATION OF
PERFORMANCE APPRAISAL.

8.  BECAUSE PERFORMANCE APPRAISAL IS ONE OF
THE MOST ESSENTIAL ACTIVITY TO BE
CONDUCTED BY THE ORGANISATION FOR ITS
EMPLOYEES OVERALL DEVELOPMENT.IT HELPS
ORGANISATION IN
 MOTIVATING EMPLOYEES TO DO WELL AND REWARDING
THEM IN FORM OF INCREMENTS & PROMOTIONS FOR
THEIR GOOD PERFORMANCE.
 DEFINING PERFORMANCE & MEASURING PERFORMANCE.
 IDENTIFYING TRAINING & DEVELOPMENT NEEDS.
 PROVIDING FEEDBACK TO EMPLOYEES & HELP THEM TO
DEVELOP.
SO,PERFORMANCE APPRAISAL SHOULD BE
CONTINUED TO KNOW THE ACTUALPOTENTIAL &
EFFICIENCY OF EMPLOYEES,SO THAT THEY
DEVELOP THEMSELVES IF THEY LACK BEHIND
AND IN TURN CONTRIBUTING IN THE GROWTH OF
THE ORGANISATION.

9. If I was HR Manager in that
situation then
Firstly I would listen & try to understand the problem &
dissatisfaction of the employees.
Then I would try to convince them that performance
appraisal is done for their and organizations growth.
The main problem of employees was that the graphic
rating scale doesn’t represent their performance & results.
It is more a behavioral and trait based approach. I would
say that I would try to do some amendments in the
technique used in performance evaluation. And that new
technique of appraisal will focus more on their
performance and results and then accordingly increments
and promotion would be decided.

10. DIFFERENT TECHNIQUES OF
PERFORMANCE APPRAISAL

11. GRAPHIC RATING SCALE METHOD
 GRAPHIC RATING SCALE IS ALSO KNOWN AS
LINEAR RATING SCALE.
 IN THIS METHOD A PRINTED APPRAISAL FORM IS
USED FOR EACH APPRAISEE.THE FORM CONTAINS
VARIOUS EMPLOYEE CHARACTERISTICS &
TRAITS & HIS JOB PERFORMANCE,VARIOUS
CREATIVE ABILITY,ANALYTICAL
ABILITY,DECISIVENESS,EMOTIONAL MATURITY
ETC, DEPENDING ON LEVEL OF EMPLOYEE.
 THE RATER ESTIMATES THE DEGREE TO WHICH
QUALITY IS POSSESSED BY THE EMPLOYEES.THE
DEGREE OF QUALITY IS MEASURED IN THE SCALE
WHICH CAN VARY FROM 3pts. TO SEVERAL
POINTS.THE DEGREE MAY BE NUMBERED AS
5,4,3,2,1 ORDER & CAN BE USED TO DENOTE
POINTS FOR VARIOUS DEGREES OF
EXCELLENT,VERY GOOD,AVERAGE,POOR & VERY
POOR.

12.  I AS A HR MANAGER WOULD NOT WISH TO USE THIS
METHOD BECAUSE IT DOESN’T EMPHASIS MUCH ON
EMPLOYEES PERFORMANCE AND TARGETS
ACHIEVED,RATHER IT CONCENTRATES MORE ON
CAHRACTERISTICS & TRAITS,BEHAVOUR.
 IT IS TOTALLY A SUBJECTIVE JUDGEMENT BASED ON
TRAITS.
 DESCISION ABOUT SALARY INCREMENT & PROMOTIONS
SHOULD NOT BE BASED ON RATING DONE BY USING THIS
METHOD BECAUSE
 IT IS ONLY GOOD IN MEASURING VARIOUS JOB
BEHAVIOURS OF AN EMPLOYEE, BUT LACKS DETERMINING
ACTUAL PERFORMANCE.
 AS TRAIT IS PERSONAL QUALITY OF AN EMPLOYEE WHICH
CAN’T BE IDENTIFIED BY MERE OBSERVATION & IS LIKELY
TO BE MISLEADING.
 ANOTHER PROBLEM WITH THIS APPROACH IS IN THE
IDENTIFICATION OF TRAITS WHICH SHOULD BE
EVALUATED.

13. What 360 degree approach?
It is one of the modern technique performance
appraisal system.
SUPERIOR
INTERNAL EXTERNAL
CUSTOMER CUSTOMER
PEER SELF PEER
SUBORDINATES

14. MERITS OF USING 360 DEGREE
TECHNIQUE

15. THANK YOU ALL FOR LISTENING TO US
PATIENTLY.
HAVE A NICE DAY