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."
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
IMPORTANCE• Personal attention • Motivator• Feedback • Better relations• Career path • Promotion• Employee accountability• Effective tool
PAIRED COMPARISONAs compared A B C D E to A - - - - B + - + + C + + - + D + - + - E + - - +
CRITICAL INCIDENT• Superior prepares list of certain events and incidents• Reflect behavior of employees• Written record• Formal appraisal
FIELD REVIEW• Performance subordinate peers superior customer Dimension• Leadership ^ ^• Communication ^ ^• Interpersonal skills ^ ^• Decision making ^ ^ ^• Technical skills ^ ^ ^
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
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
FORCED CHOICE Criteria Least MostGrasp explanations easilyDoes not waste timeIs punctual and carefulIs a hardworker and cooperativeIs dishonest and disloyalIs disinterested in work
FORCED DISTRIBUTIONNo.of 40% 20%employees 10% 20% 10% poor Below average good Excellent average Force distribution curve
Formal v/s informal What Whose methods? performance?When to Appraisal Who are theevaluate? raters? design What to What evaluate? problems? How to solve?
BARSPERFORMANCE POINTSExtremely good 7good 6Above average 5Average 4Below average 3Poor 2Extremely poor 1
Objectives of PA PROCESS of Performance Establish job expectations appraisalDesign an appraisal programme Appraise performance Performance interview Archive appraisal dataUse data for appropriate purposes