2. INTRODUCTION
Performance appraisal is a method of evaluating the
behavior of employees in the work spot, normally
including both the quantitative and qualitative
aspects of job performance. Performance here refers
to the degree of accomplishment of the tasks that
make up an individual's job. It indicates how well an
individual is fulfilling the job demands.
3. DEFINITION
“Performance appraisal is a systematic, periodic and
so far as humanly possible, an impartial rating of an
employee‘s excellence in matters excellence in
matters pertaining to his present job and to his
potentialities for a better job.”
Edwin b flippo
4. OBJECTIVES OF APPRAISAL.
To determine the effectiveness of employees on
their present jobs so as to decide their benefits.
To identify the shortcomings of employees so as to
overcome them through systematic guidance and
training.
To find out their potential for promotion and
advancement.
5.
6. IMPORTANCE
1. Performance appraisal helps the management to take decision
about the salary increase of an employee.
2. The continuous evaluation of an employee helps in improving
the quality of an employee in job performance.
3. The Performance appraisal brings out the facilities available to
an employee, when the management is prepared to provide
adequate facilities for effective performance.
4. It minimizes the communication gap between the employer
and employee.
7. The training needs of an employee can be identified through
performance appraisal.
The decision for discharging an employee from the job is also
taken on the basis of performance appraisal.
Performance appraisal is used to transfer a person who is
misfit for a job to the right placement.
The job satisfaction of an employee increases morale. This job
satisfaction is achieved through performance appraisal.
It helps to improve the employer and employee relationship.
8.
9. KINDS / METHODS OF PERFORMANCE
APPRAISAL
1. Ranking method
This method is very old and simple form of performance
appraisal. An employee is ranked one against the other in
the working group under this method.
Example: if there are ten workers in the working group,
the most efficient worker is ranked as number one and
the least efficient worker is ranked as number ten.
10. Advantages
a. Each employee or worker can be compared with the other person.
b. A small organization can get maximum benefits through the
ranking method.
Disadvantages
a. A big organization is not able to get sizable benefits from the
ranking method.
b. Ranking method does not evaluate the individuality of an
employee.
c. It lags objectivity in the assessment of employees.
11. 2. Paired Comparison Method
This method is a part of ranking method. Paired comparison
method has been developed to be used in a big organization.
Each employee is compared with other employees taking only
one at a time. The evaluator compares two employees and puts
a tick mark against an employee whom he considers a better
employee. In the same way, an individual is compared with all
other existing employees. Finally an employee who gets
maximum ticks for being a better employee is consider the best
employee.
12. Advantages
a. This method is suitable for big organizations.
b. Individual traits are evaluated under this
method.
Disadvantages
a.The understanding of this method is difficult
one.
b.b. It involves considerable time.
13. 3. Forced distribution method
A method which forces the rater to distribute the ratings of the
overall performance of an employee is known as forced
distribution method. Group wise rating is done under this method.
This method is suitable to large organisations, but the individual
traits could not be appraised under this method.
Example:a group of workers doing the same job would fall into the
same group as superior, at and above average, below average and
poor. The rater rates 15% of the workers as superior, 35% of the
workers as at and above average, 35% of workers as below
average and 15% of workers as poor.
14. 4. Grading
Certain categories of abilities or performance of
employees are defined well in advance to fall in certain
grades under this method. Such grades are very good,
good, average, poor and very poor. Here the individual
traits and characteristics are identified.
15. 5. Checklist
The appraisal of the ability of an employee through
getting answers for a number of questions is called the
method of check list. These questions are related to
the behaviour of an employee. The evaluation is done
by a separate department, but the duty of collection of
checklist answers is given to a person who is
designated as a rator. The rator indicates the answers
of an employee against each question by putting a tick
mark. There are two columns provided to each
question as yes or no.
16. A model check list is given below.
A. Is the employee satisfied with the job? Yes No .
B. B. Does he finish the job accurately? Yes No.
C. Does he respect the superiors? Yes No.
D. Is he ready to accept responsibilities? Yes No.
E. Does he obey the orders? Yes No.
17. 6.Critical Incident method
The performance appraisal of an employee is done on the basis
of the incidents occurred really to the concerned employee.
Some incidents occurred due to the inability of the employee,
but the rating is done on all the events occurred in a particular
period.
Some of the events or incidents are given below.
a. Refused to co-operate with other employees.
b. Unwilling to attend further training.
c. Got angry over work or with subordinates.
18. 7. Field review method
An employee‘s performance is appraised through an interview
between the rator and the immediate superior or superior of a
concerned employee. The rator asks the superiors questions
about the performance of an employee, the personnel
department prepares a detail report on the basis of this
collected information. A copy of this report is placed in the
personnel file of the concerned employee after getting approval
from the superior. The success of this type of appraisal method
is based on the competence of the interviewer.
19. 8. Essay evaluation
With easy evaluation technique the nurse manager is required
to describe the employee‘s performance over the entire
evaluation period by writing a narrative detailing the strength
and weaknesses of the appraise. If done correctly this
approach can provide a good deal of valuable data for
discussion in the appraisal interview.
20. COMPONENTS OF PERFORMANCE
APPRAISAL
The components are
a. Use of nursing process
b. Professionalism.
c. Maintaining safety.
d. Continuing education.
e. Initiative character.
21. LIMITATIONS OF PERFORMANCE
APPRAISAL
1. The performance appraisal methods are unreliable.
2. If an employee is well known to an employer, the
performance appraisal may not be correct.
3. The inability of supervision to appraise an employee does
not bring out the accurate performance appraisal.
4. Some qualities of an employee can not be easily appraised
through any performance appraisal method.
22.
23. POTENTIAL APPRAISAL PROBLEMS.
1. Leniency error: the tendency of a manager to over rate staff
performance.
2. Recency error: the tendency of a manager to rate an
employee based on recent events rather than over the entire
evaluation period.
3. Halo error: the failure to differentiate among various
performance dimensions when evaluating.
4. Ambiguous evaluation standards problem: the tendency of
evaluators to place differing connotations on rating scale
words.
