organizational appraisal and its benefits

1. ORGANISATIONAL
APPRAISAL
LAITH ALASADI

2. ORGANISATIONAL
APPRAISAL
 Performance appraisal refer to all
those procedure that are used to
evaluate the :
1. Personality
2. Performance
3. Potential of its group
members

3. Process of Appraisal
 Performance appraisal involves at least two
parties, the appraiser who does the
appraisal and the appraisee whose
performance is being evaluated

4. ORGANISATIONAL APPRAISAL
 The process of observe an
organizational internal environment
to identify the strengths and
weaknesses that may influence the
organization's ability to achieve goals

5. ORGANISATIONAL APPRAISAL
 The internal environment of an
organization includes forces that
operate inside the organization with
specific implications for managing
organizational performance

6. Internal Environment :
 Organization capability
 - Capacity & ability
 - Abilty to use its ‘S’ & ‘W’ to exploit
‘O’ & face ‘T’ in its external
environment
 Organization resources
 - Physical & human
 cost, availability- strength/weakness

7. The Effects of Performance Appraisal
on Organizational Performance
 compensation
 Performance improvement
 Identifying Areas of Strength &
weakness
 Identifying Training Needs
 Performance appraisal can serve as
an input to succession planning
 Promote a competition and
motivation

8. Who Performs the Appraisal?
 Immediate
Supervisor
 Higher
Management
 Self-Appraisals
 Peers (Co-
Workers)
 Evaluation Teams
 Customers
 “360° Appraisals”

9. MEANING OF STRENGTHS &
WEAKNESSES:
 Strengths:
A strength is a strong point for the
company i.e., something a company
is good at doing or characteristic that
gives it an important capability.

10. MCKINSEY’S 7S FRAMEWORK
Structure
Goals
Strategy
Skills
System
Style
Staff

11. SEVEN S
 McKinsey a leading consulting firm of
USA
 Hard' Elements
- Strategy
- Structure
- Systems

12. SEVEN S
 Soft' Elements :
-Shared values
- Skills
- Staff
- Style

13. Weakness:
 It refers to constraints or
obstacles which check movement in
certain desired direction, and may
also inhibit organization in gaining a
distinctive competitive advantage

14. THE CRITERIA FOR
DETERMINING S & W:
 1. THE HISTORICAL CRITERION
- Here, the analyst compares the
characteristics under examination
with past performances
- An improvement over the past
performance may be seen as
strength, and a decline a weakness

15.  2. THE NORMATIVE CRITERION
- Here, the basis of judgment is ‘what
ought to be' the level of
performance to classify a particular
element into a strength or a
weakness

16.  3. THE COMPETITIVE PARITY
CRITERION
 this criterion utilizes the action
successful direct competitors or
potential competitors

17.  4. THE CRITICAL FACTORS FOR
SUCCESS CRITERION
- Standard for success
- This criterion helps to examine the
strengths and weakness in the
context of meeting the minimum
requirements for success.

18. MEASURING STRENGHS AND
WEAKNESSES:
 1. Attribute Measures:
- This statement is developed to identify a
characteristic or quality which an organization
possesses or is expected to possess in the near
future..
 2. Effectiveness Measures:
- Identifies a capability of an organization that will
help in the accomplishment of a particular task
or objective.
 3. The Efficiency Measures:
- Measures the productivity of an organization in
converting inputs into desired outputs.

19. Appraisal Methods
 Rating Scales
 Essay
 Management by Objectives
 Check Lists by Key Words
 Forced Choice Statements
 360o
Appraisal System

20. Graphic Rating Scale
 A form is used to evaluate the performance of the
employees
 A variety of traits may be used in this device, the
most common being quality and quantity of work
 Easy to understand and use.
 Permits statistical tabulation of
scores of employees

21. Checklist
 A checklist is a set of objectives or descriptive
statements about the employee and his behavior.
 Under weighted checklist, value of each question
may be weighted.
 Example:
 Is the employee really interested in the task
assigned?
Yes / No
 Is he respected by his colleagues? Yes / No

22. Sample Checklist Appraisal
17-22

23. Forced Choice Method
 This method uses several sets of paired
phrases, two of which may be positive and two
negative
 The rater is asked to indicate which of the four
phrases is the most and least descriptive of a
particular worker
 Favorable qualities earn plus credit and
unfavorable ones earn the reverse

24. Essay appraisal
 Often used with other types of appraisals, such
as graphic rating scales
 Drawback: depends on supervisor’s writing
skills
17-24

25. 360o
Appraisal System
 It is a systematic collection and feedback of
performance data on an individual or group,
derived from a number of stakeholders
 Data is gathered and fed back to the
individual participant in a clear way designed
to promote understanding, acceptance and
ultimately behavior

26. Benefits of Performance Appraisal
For the appraisee
 Better understanding of his role in the
organization—what is expected and what
needs to be done to meet those expectations
 Clear understanding of his strengths and
weaknesses to develop himself into a better
performer in future

27. For the appraisee
 Increased motivation, job satisfaction, and
self-esteem
 Opportunity to discuss work problems and
how they can be overcome
 Opportunity to discuss aspirations and any
guidance, support or training needed to
fulfil those aspirations
 Improved working relationships with
supervisors

28. For the Management
 Opportunity to improve communication
between the employees and management
 Identification of training and development
needs
 Generation of ideas for improvements
 Better formulation of career plans

29. Thank you