2. INTRODUCTION A tool - measuring the employee’s performance. Guiding and managing career development. Analyzing employees recent successes and failures. Helps in finding if employee can be promoted or requires training.
3. WHY TO DO PERFORMANCE APPRAISAL???? Gives employees feedback on performance. Identify the training needs. Deciding factor for promotions. Basis for some decisions like salary hikes, bonuses etc. Facilitate communication between employer & employee.
6. MANAGEMENT BY OBJECTIVES The term popularized by Peter Drucker. MBO measures & compares employees performance with set standards. Objectives can be set in all domains- - Production - Marketing - Finance - R& D - IT
7. UNIQUENESS ABOUT MBO Motivation – increases employee job satisfaction & commitment. Better communication & Coordination- that helps solving problems. Clarity of goals. Linking objectives of employee with organization goals.
8. MULTI RATER FEEDBACK A synonym for 360 degree feedback. Comprehensive appraisal process. Feedback from anyone who comes in contact with employee. Employee involvement in terms of self assessment. Widely accepted across globe.
10. BARS Scale used to rate performance. Represented with scale from 5-9 Facilitate more accurate rating of employee. Regarded as a superior method for performance appraisals.
11. Thank you HR GLOBE CONSULTING www.hrglobeconsulting.com
