human resource and management

1. PERFORMANCE
APPRAISAL

2.  Merit Rating – process of evaluating an
employee’s performance of a job in terms
of its requirements
 Merit rating is also termed as Performance
Appraisal / Employee Appraisal

3. MEANING
Performance Appraisal is the process of
measuring quantitatively & qualitatively
an employees’ past or present
performance against the background of
his work environment, & about his future
potential for an organization

4. DEFINITION
Dale. S. Beach – “Performance Appraisal is
the systematic evaluation of the individual
with respect to his or her performance on
the job and his or her potential for
development”

5. FEATURES
 A systematic process consisting of a
number of steps to be followed for
evaluating an employee’s strengths &
weaknesses
 A systematic & objective description of an
employee’s strengths & weaknesses in
terms of job
 Ongoing & continuous process

6.  It seeks to secure information necessary
for making objective & correct decision
on employees
 May be formal or informal; formal system
– more fair & objective, uses printed
appraisal forms

7. OBJECTIVES
1. WORK-RELATED OBJECTIVES:
a) To assess the work of employees in
relation to job requirements
b) To improve efficiency
c) To help management in fixing
employees according to their capacity,
interest, aptitude & qualifications

8. 2. CAREER DEVELOPMENT
OBJECTIVES:
a) To assess the strong & weak points
in the working of the employees
b) To find remedies for weak points
through training
c) To determine career potential
d) To plan promotions, transfers, lay
offs etc. of the employees

9. 3. COMMUNICATION:
a) To provide feedback to employees so
that they come to know where they
stand & can improve their job
performance
b) To clearly establish goals
c) To provide coaching, counselling,
career planning & motivation to
employees
d) To develop positive superior-
subordinate relations & thereby
reduce grievances

10. 4. ORGANISATIONAL OBJECTIVES:
a) To serve as a basis for promotion or
demotion
b) To serve as a basis for wage &
salary administration & considering
pay increases & increments
c) To serve as a basis for planning
suitable training & development
programmes
d) To serve as a basis for transfers or
termination