9566798 performance-management

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9566798 performance-management

  1. 1. Performance Management
  2. 2. Definition <ul><li>Can be defined as the process of evaluating the performance of an employee and communicating the results of the evaluation to him/her for the purpose of rewarding or developing the employee . </li></ul>
  3. 3. Objectives of the Performance Appraisal <ul><li>Setting targets and goals as performance standards </li></ul><ul><li>Evaluating employee performance </li></ul><ul><li>Identifying Training and development needs </li></ul><ul><li>Rewarding Performance </li></ul><ul><li>Improving Performance </li></ul>
  4. 4. The Appraisal Process <ul><li>Determination of standards of performance based on the organizational objectives and the job description </li></ul><ul><li>Deciding on the method of measurement of employee performance against the pre-determined goals and standards </li></ul><ul><li>Actual Process of measurement </li></ul><ul><li>Communicating the results of the appraisal to the employee concerned . </li></ul><ul><li>Using the appraisal effectively </li></ul>
  5. 5. The Appraisers <ul><li>Self Appraisal </li></ul><ul><li>Supervisors </li></ul><ul><li>Peers </li></ul><ul><li>Customers/Clients </li></ul><ul><li>Subordinates </li></ul>
  6. 6. Performance Appraisal Methods <ul><li>MBO </li></ul><ul><li>Graphic Rating Method </li></ul><ul><li>Work Standards Approach </li></ul><ul><li>Essay Appraisal </li></ul><ul><li>Critical Incident Method </li></ul><ul><li>Forced Choice Rating Method </li></ul><ul><li>Point Allocation Method </li></ul><ul><li>Ranking Methods </li></ul>
  7. 7. Performance Appraisal Methods Cont’d <ul><li>Checklist </li></ul><ul><li>BARS </li></ul><ul><li>360 Degree Performance Appraisal </li></ul><ul><li>Team Appraisal </li></ul><ul><li>Balance Score Card </li></ul>
  8. 8. Challenges Of Appraisal Interview <ul><li>The Organization Culture </li></ul><ul><li>Relationship Between employee and his Boss </li></ul><ul><li>Maturity Levels of the Individuals </li></ul><ul><li>An apprehensive employee </li></ul><ul><li>A wary appraiser </li></ul><ul><li>A biased appraiser </li></ul><ul><li>Inexperience </li></ul>
  9. 9. Pitfalls in Performance Appraisal <ul><li>Halo Effect </li></ul><ul><li>Leniency Effect </li></ul><ul><li>Stringency Effect </li></ul><ul><li>Recency Effect </li></ul><ul><li>Primacy Effect </li></ul><ul><li>Central Tendency Effect </li></ul><ul><li>Culture </li></ul><ul><li>Stereotyping </li></ul><ul><li>Perceptual Set </li></ul><ul><li>Fundamental Attribution Error </li></ul>
  10. 10. Uses Of Performance Appraisal <ul><li>Training & Development needs identified </li></ul><ul><li>Basis for compensation Management system </li></ul><ul><li>Used for career planning activities </li></ul><ul><li>Succession Planning </li></ul><ul><li>HR planning etc </li></ul><ul><li>ETHICS OF PA . </li></ul>

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