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Performance appraisal

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Performance appraisal

  1. 1. Performance AppraisalDefined as the assessment of individual performance in a systematic wayagainst factors such as job knowledge, quality and quantity of output,initiative, leadership abilities, supervision, dependability, cooperation,judgement, versatality- Concentrates on assessing past performance as well as potentialfor future performance
  2. 2. Objectives To assess T & D needs of employees To effect promotion based on competence and performance To let the employees know about their performance To determine whether the programmes such as selection, training andtransfers been effective or not To improve communication and trust between superior and subordinate
  3. 3. Performance Appraisal ProcessIt is a five step process which include: Formulating of Objectives Establish Job Expectation Design an Appraisal Programme Appraise Performance Performance InterviewUse Appraisal data for appropriate purposes
  4. 4. Performance Appraisal CriteriaInclude:QualityQuantityTimelinessCost Effectiveness Human Relation Evaluation Timings
  5. 5. Performance Appraisal Rating ErrorsRefers to the inaccuracies occurred during rating which might occur inobservations, judgement, information processing etcInclude: Leniency or Severity Central tendency Rater Effect Perpetual Set Halo Effect Performance Dimension Order Spillover Effect Status Effect
  6. 6. Performance Appraisal Rating ErrorsRefers to the inaccuracies occurred during rating which might occur inobservations, judgement, information processing etcInclude: Leniency or Severity Central tendency Rater Effect Perpetual Set Halo Effect Performance Dimension Order Spillover Effect Status Effect

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