This document discusses performance appraisals, including definitions, purposes, processes, methods, benefits, and issues. It defines performance appraisal as the process of evaluating an employee's job performance and providing feedback to help improve. The key purposes are to maintain organizational productivity by evaluating individual performance against goals. Common methods discussed include traditional approaches like essay, ranking, and checklists as well as modern approaches like management by objectives and 360-degree/multi-rater feedback. Benefits are identified at the individual, manager, and organizational levels, while problems like errors, resistance, and lack of knowledge are also outlined.

1. Performance Appraisal
By : SUBROTO

2. Performance Appraisal
(Meaning)
• Finding out the effectiveness by Management
• Evaluating the Employee’s performance in terms of :

3. Performance Appraisal
(Definition)
According to Newstrom, “It is the process of EVALUATING
the performance of employees, sharing that information
with them and searching for ways to improve their
performance’’.

4. Purpose of Performance Appraisal
• Goal: Maintain Organizational Productivity
• Results: Organization
Productivity Individual Performance
• Methods: Individual Performance Goals

5. Steps in Performance Appraisal
Establishing job standards
Designing an appraisal programme
Appraise performance
Performance interview
Use appraisal data
For appropriate purpose

6. Performance Appraisal
(Objectives)
• Opportunity to Regularly Discuss Results
• Supervisor Identifies Strengths and Weaknesses
• Fair and Equitable Format
• Basis for Salary/Promotion Recommendations

7. Process of Performance Appraisal
Setting performance
goals and objectives
Determining key
competencies
Measurement of
performance against
the goals and
objectives
Measurement of
performance against
key competencies,
Feedback of results.
Amendment to goals
and objectives

8. Reasons for Performance Appraisal
 Compensation "Pay for Performance"
 Job Performance Improvements
 Feedback to Subordinates
 Documentation for Decisions
 Goal Setting - Later Evaluation
 Promotion Decisions
 Identify Training Needs
 HR Planning

9. When to do Performance Appraisal?

10. How to do Performance Appraisal?

11. What to Evaluate?
(Philip Model)
Problem
Children
Planned
Separation
Stars
Social
Citizen
H
L H
L
Potential
Performance

12. Who perform the Performance Appraisal?
 Immediate Supervisor
 Higher Management
 Self-Appraisals
 Peers (Co-Workers)
 Evaluation Teams
 Customers
 “360 Appraisals”

13. Supervisor Appraisal
Appraised by Manager

14. Self-Appraisal

15. Subordinate Appraisal

16. Peer Appraisal

17. Team Appraisal

18. 360° Appraisal
Internal
Customers
“Boss”
Peers
External
Customers
Team Members
Self
(Feedback collected from) (Using a specially designed tool) (Anonymously)

19. Benefits of Performance Appraisal

20. Individual Benefits

21. Benefit to the Line/
Manager/Supervisor/Team Leader

22. Benefits to the organization

23. Problems of Performance Appraisal
• Errors in Ratting
• Incompetence
• Negative Approach
• Multiple Objectives
• Resistance
• Lack of Knowledge

24. Performance Appraisal
(Methods)
Traditional Modern
• Essay Method
• Straight Ranking Method
• Paired Comparison
• Critical Incident Method
• Field Review
• Checklist Method
• Graphics Rating Scale
• Forced Distribution
• Management by
Objectives (MBO)
• 360° Appraisal
• Assessment Centers
• Behaviorally Anchored
Rating Scales
• HR Accounting

25. Traditional Methods

26. Essay Method

27. Straight Ranking Method

28. Paired comparison

29. Critical Incident Method

30. Field Review

31. Checklist Method

32. Graphics Rating Scale
Quantity of work: Volume of work under
normal working conditions
Unsatisfactory
(1)
Fair
(2)
Satisfactory
(3)
Good
(4)
Out
Standing
(5)
Quality of work: Neatness, thoroughness
and accuracy of work Knowledge of
job
A clear understanding of the factors
connected with the job
Attitude: Exhibits enthusiasm and
cooperativeness on the job
Table: Typical Graphic Rating Scale
Employee Name................... Job title .................
Department ......................... Rate ...............
Data ..................................

33. Forced Distribution

34. Modern Method

35. Management by Objectives
(MBO)

36. 360° Appraisal

37. Assessment Centers

38. Behaviorally Anchored Rating Scales

39. HR Accounting

40. Issues in Performance Appraisal System
Appraisal Design?
Formal and informal
Whose performance?
Who are the raters?
What problems?
How to solve?
What to evaluate?
When to evaluate?
What methods?

41. A good process is the
foundation of your success”