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Performance appraisal
&
CHARACTERISTICS
 Presented by
 Nagarjuna.K, 3rd BBM
A performance appraisal (PA), also referred to as
a performance review, performance evaluation, (career)
development disc...
step-2 : documents the results of the comparison, and
step-3 : uses the results to provide feedback to the
employee to s...
What are the characteristics ?
It must be relevant it should only measure behaviors that
are relevant to the successful job performance and not any
othe...
It should be reliable, dependable, stable and consistent.
High reality is essential for correct decision making and
valid...
There are few more characteristics of
an effective performance appraisal
system
Objectives should be clear : The objectives of appraisal
should be clear and specific. An effective performance
system wi...
Performance criteria should be well defined : Effective
performance appraisal has standard appraisal forms, rules and
app...
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Performance appraisal

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performance appraisal

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Performance appraisal

  1. 1. Performance appraisal & CHARACTERISTICS  Presented by  Nagarjuna.K, 3rd BBM
  2. 2. A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. The process by which a manager or consultant :–  step-1 : examines and evaluates an employee's work behavior by comparing it with present standards,
  3. 3. step-2 : documents the results of the comparison, and step-3 : uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained, or fired
  4. 4. What are the characteristics ?
  5. 5. It must be relevant it should only measure behaviors that are relevant to the successful job performance and not any other personal traits. It should be acceptable to all the performance standards as well as the appraisal methods should be developed by joint participation and joint collaboration. It must be practical, sound, clear and unambiguous, so that all parties 'concerned understand its implications.
  6. 6. It should be reliable, dependable, stable and consistent. High reality is essential for correct decision making and valid action studies: It should be sufficiently scientific so that if an employee is evaluated by two different evaluators, then the result should be significantly the same. It must be able to objectively differentiate between a good employee and an ineffective employee. Rating an employee "average" does not adequately the degree of effectiveness. Hence the technique must be sufficiently sensitive to pick up the differences between an effective and an ineffective employee
  7. 7. There are few more characteristics of an effective performance appraisal system
  8. 8. Objectives should be clear : The objectives of appraisal should be clear and specific. An effective performance system will always have specific appraisal attributes to match the employee’s job description. Data should be valid and reliable : An effective performance appraisal system provides data that is consistent, reliable and valid. It supplies data according the objective that serves the purpose of performance appraisal and succession planning.
  9. 9. Performance criteria should be well defined : Effective performance appraisal has standard appraisal forms, rules and appraisal procedures. It will have well defined performance criteria and standards. Economical and less time consuming : Effective performance appraisal systems are designed to be economical and less time consuming to bring maximum benefits. Should initiate follow up : A post appraisal talk should be arranged for employees to get feedback from their managers. It also helps the organization to learn about the problems and difficulties the employees might be facing and discover suitable training.
  10. 10. Thank you

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