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Performance appraisal project reportPERFORMANCE APPRAISALPerformance Appraisal is very important for every kind of organization. It is ajustification of an individual employee. if we take the literal meaning of performanceThe act of performing or fulfillment of an obligation or a promise; especially,completion of ones, duty.appraisal An expert or official valuation.Performance Appraisal is defined as structured formal interaction between asubordinate and supervisor, where the work performance of the subordinate is to betaken into consideration, with a view to identifying weaknesses and strengths as wellas opportunities for improvement and skills development. Appraisal results are usedto determine reward outcomes. That is, the appraisal results are used to identify thebetter performing employees who should get the majority of available merit payincreases, bonuses, and promotion. Simultaneously appraisal results are also used toidentify the poorer performers who may require some form of counseling, or inextreme cases, demotion, dismissal or decrease in pay. Performance Appraisal is apart of career developmentPERFORMANCE APPRAISAL METHODSThe Critical Incident FileThe Critical Incident File is a performance appraisal method in which the mangerwrites down positive and negative performance behavior of employees during theiremployment period.this file is a form of documentation.The Rating ScalesThe Rating Scale is a form on which the manager simply checks off the employeeslevel of performance. The possible evaluated areas include quantity of work, qualityof work, dependability, judgment, attitude, cooperation and initiative.Behaviorally Anchored Rating Scales (BARS)BARS is a method combining rating and critical incidents. Is is more objective andaccurate. Rather than having excellent, good, average. the form has several statementsthat describe the employee performance, from which the manager selects the one thatbest describes the employee performance for that task.RankingRanking method is used to evaluate employee performance from bets to worst. Underthis method, the manager compare an employee to another employee, rather thancomparing each one to a standard measurement. A predetermined percentage of
employees are placed in performance categories for e.g excellent-5%,good-10%,average-15%.Management By ObjectivesManagement By Objectives is a process in which managers and their employeesjointly set objectives for the employee, periodically evaluate the performance, andreward according to the resultThe Narrative MethodThis method requires the manger to write a statement about the employeeperformance. Managers may be allowed to write whatever they want, or they may berequired to answer questions about employee performanceConclusionFor an effective management and do best evaluation among personnel, performanceappraisal is very essential instrument. it generally review each individual performanceagainst agreeing objective, standard and delegation of responsibilities andtasks.Performance Appraisals are important for staff motivation, attitude andbehavioral development, communicating and aligning individual as well asorganizational aims and having positive relationships between management and staffand also increase the level of competence among the employee of organization andtheir energetic level increase.As performance appraisal provide a formal, recorded, regular review of an individualperformance so we can plan for future development. In this way the chances oforganizational growth increases.so as profit will also in gain.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.