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PERFORMANCE APPRAISAL IN INDIA
MEANING AND DEFINITION• Performance appraisal is an objective  assessment of an individual’s performance  against well def...
OBJECTIVES• To effect promotions• To determine increments and rewards• To suggest employee ways of improvement• To determi...
IMPORTANCE• Personal attention   • Motivator• Feedback             • Better relations• Career path          • Promotion• E...
METHODS
PAIRED COMPARISONAs compared   A   B     C   D   E     to    A             -     -   -   -    B         +         -   +   ...
CRITICAL INCIDENT• Superior prepares list of certain events and  incidents• Reflect behavior of employees• Written record•...
FIELD REVIEW• Performance        subordinate peers superior customer   Dimension• Leadership                 ^            ...
CHECKLISTS• Is he respected by his co-workers?      Yes/no• Is he regular on job?                    Yes/no• Does he give ...
Graphic or Linear Rating Scales Attitude    0              5              10               15             20No interest   ...
FORCED CHOICE                                  Criteria   Least   MostGrasp explanations easilyDoes not waste timeIs punct...
FORCED DISTRIBUTIONNo.of                          40%      20%employees    10% 20%                          10%           ...
MBOSet organizational goalsDefining performance targetPerformance reviewFeedback                      HRAEvaluating p...
360° apprraisal                          Self                        appraisalsubordinates                                ...
COMPANIES USING 360 APPRAISAL         HCL           WIPRO         TATA Infotech     Infosystems             RELIANCE      ...
Formal v/s                      informal        What                         Whose       methods?                   perfor...
BARSPERFORMANCE      POINTSExtremely good   7good             6Above average    5Average          4Below average    3Poor ...
Objectives of PA            PROCESS of                                    Performance   Establish job expectations       a...
Maninder pruthi
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Maninder pruthi

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Maninder pruthi

  1. 1. PERFORMANCE APPRAISAL IN INDIA
  2. 2. MEANING AND DEFINITION• Performance appraisal is an objective assessment of an individual’s performance against well defined benchmarks.• According to Flippo “Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job."
  3. 3. OBJECTIVES• To effect promotions• To determine increments and rewards• To suggest employee ways of improvement• To determine need for T & D• To plan career development• To improve communication
  4. 4. IMPORTANCE• Personal attention • Motivator• Feedback • Better relations• Career path • Promotion• Employee accountability• Effective tool
  5. 5. METHODS
  6. 6. PAIRED COMPARISONAs compared A B C D E to A - - - - B + - + + C + + - + D + - + - E + - - +
  7. 7. CRITICAL INCIDENT• Superior prepares list of certain events and incidents• Reflect behavior of employees• Written record• Formal appraisal
  8. 8. FIELD REVIEW• Performance subordinate peers superior customer Dimension• Leadership ^ ^• Communication ^ ^• Interpersonal skills ^ ^• Decision making ^ ^ ^• Technical skills ^ ^ ^
  9. 9. CHECKLISTS• Is he respected by his co-workers? Yes/no• Is he regular on job? Yes/no• Does he give respect to superiors? Yes/no• Does he follow instructions properly? Yes/no
  10. 10. Graphic or Linear Rating Scales Attitude 0 5 10 15 20No interest Careless: Interested in Enthusiasti EnthusiasticIn work: In-different work: c about job opinions &consistent Instructions Accepts & advicecomplainer opinions & fellow- sought by advice of workers others othersDecisiveness 0 5 10 15 20Slow to Take Takes Take Taketake decisions decisions decisions in decisionsdecisions after careful promptly consultation without consideration with others consultation whose views he values
  11. 11. FORCED CHOICE Criteria Least MostGrasp explanations easilyDoes not waste timeIs punctual and carefulIs a hardworker and cooperativeIs dishonest and disloyalIs disinterested in work
  12. 12. FORCED DISTRIBUTIONNo.of 40% 20%employees 10% 20% 10% poor Below average good Excellent average Force distribution curve
  13. 13. MBOSet organizational goalsDefining performance targetPerformance reviewFeedback HRAEvaluating performance on monetary basisReturns recieved
  14. 14. 360° apprraisal Self appraisalsubordinates Supervisors Appraisers in performance appraisal Customers Peers
  15. 15. COMPANIES USING 360 APPRAISAL HCL WIPRO TATA Infotech Infosystems RELIANCE GE(India) Industries
  16. 16. Formal v/s informal What Whose methods? performance?When to Appraisal Who are theevaluate? raters? design What to What evaluate? problems? How to solve?
  17. 17. BARSPERFORMANCE POINTSExtremely good 7good 6Above average 5Average 4Below average 3Poor 2Extremely poor 1
  18. 18. Objectives of PA PROCESS of Performance Establish job expectations appraisalDesign an appraisal programme Appraise performance Performance interview Archive appraisal dataUse data for appropriate purposes

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