Performance appraisal HRM

2. Performance appraisal

3. PERFORMANCE APPRAISAL
Meaning:
A performance appraisal is a systematic and
periodic process of measuring an individual’s work
performance against the established requirements
of the job. It’s a subjective evaluation of the
employee’s strengths and weaknesses, relative
worth to the organization, and future development
potential.

5. Types of performance appraisal
•Negotiated Appraisal
•Peer Assessment
•Self-Assessment
•The 360-Degree Appraisal

6. Methods of Performance Appraisals
• Feedbacks
• The Assessment Center Method
• Behaviorally Anchored Rating Scale
• Checklist Method
• Critical Incidents Method
• Customer/Client Reviews
• Field Review Method
• Forced Choice Method

7. Continue….
•Human Resource Accounting
•Management By Objective
•Performance Tests and Observations
•Project Evaluation Review
•Ratings Scales

8. TipsandTechniquesForPerformanceAppraisals
•Document your appraisal
•Check in with your employees more
frequently
•Use outlines

9. What Are Performance Appraisals Used For?
• Company Benefit
• Identify areas where management may enhance working circumstances in
order to raise productivity and work quality. They give insight into how
people are contributing.
• Deal with behavioural problems before they affect the efficiency of your
department.
• Assist employees in their skills and career development.
• Enhance strategic decision-making in scenarios that call for layoffs,
succession planning, or internally filling available posts.
• Motivate employees to contribute more by recognising their talents and
skills.

10. Employee Benefit:
• Acknowledge and thank an employee for their accomplishments and
contributions.
• Be aware of the chance for a promotion or bonus.
• Recognize and advocate for the need for extra education or training to
advance one's profession.
• Identify the precise areas where skills might be strengthened.
• Encourage an employee to feel invested in and active in their
professional development.
• A candid discussion of a worker's long-term objectives.

11. Objectives of performance appraisal
•Employee needs
•Employee Confirmation
•Making decisions about promotions and
compensation
•Improving communication
•Scope of improvement

12. Steps of the appraisal process
1. Identify the problem
2. Determine the scope of work
3. Collect the data
4. Analyze the data
5. Estimate the land value
6. Form an opinion of value
7. Prepare an appraisal report

13. Elements of a good performance
appraisal
1. Clear Performance Standards
2. Regular Feedback
3. Two-way Communication
4. Development Planning