Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Newpptofpaautosavedcopyyyyyyyyy 100322114216-phpapp02

2,838 views

Published on

Published in: Business, Technology

Newpptofpaautosavedcopyyyyyyyyy 100322114216-phpapp02

  1. 1. IndexAbout Performance appraisal Definition Meaning ObjectivesProcess of Performance AppraisalMethods / Techniques of Performance Appraisal Traditional ModernIssues in Performance AppraisalAdvantages of Performance AppraisalDisadvantages of Performance Appraisal
  2. 2. defInItIonsAccording to Newstrom, “It is the process of evaluatingthe performance of employees, sharing thatinformation with them and searching for ways toimprove their performance’’.
  3. 3. MeanIng Performance appraisal is the step where themanagement finds out how effective it has been athiring and placing employees . A “Performance appraisal” is a process ofevaluating an employee’s performance of a job in termsof its requirements.
  4. 4. objectIves of PerforMance aPPraIsal According to: Employee Organization concrete and tangible measuring the efficiency particulars about their work maintaining organizational assessment of control. performance Aims at:  Personal development mutual goals of the  work satisfaction employees & the organization.  involvement in the growth & development organization. increase harmony & enhance effectiveness
  5. 5. Process Setting performanceTaking corrective standards Communicating standards standards Discussing Measuring results standards Comparing standards
  6. 6. Methods of PerforMance aPPraIsal Traditional Methods Modern Methods1. Paired comparison 1. Assessment Center2. Graphic Rating scales3. Forced choice Description 2. Appraisal by Results or method Management by4. Forced Distribution Method Objectives5. Checks lists 3. Human Asset6. Free essay method Accounting7. Critical Incidents 4. Behaviorally Anchored8. Group Appraisal Rating scales9. Field Review Method10.Confidential Report11.Ranking
  7. 7. rankIng eMPloyees by PaIred coMParIson Method For the Trait “Quality of For the Trait “Creativity” work” Person rated Person ratedAs compared to A B C As compared to A B C A - + + A + - + + - + + - + - B + - + B - ++ - - - + - + - + + - - C + - + C + + -
  8. 8. graPhIc or lInear ratIng scalesattItude 0 5 10 15 20No interest Careless: Interested in Enthusiastic EnthusiasticIn work: In-different work: about job & opinions &consistent Instructions Accepts fellow- advicecomplainer opinions & workers sought by advice of others othersdecIsIveness0 5 10 15 20Slow to Take Takes Take decisions Taketake decisions decisions in decisionsdecisions after careful promptly consultation without consideration with others consultation whose views he values
  9. 9. forced choIce MethodCriteria Rating1.Regularity on the job Most Least•Always regular•Inform in advance for delay•Never regular•Remain absent•Neither regular nor irregular
  10. 10. forced dIstrIbutIon MethodNo.of 40% 20%employees 10% 20% 10% poor Below average good Excellent average Force distribution curve
  11. 11. sPecIMen of staff assessMent forM [descrIPtIve essay tyPe] Staff AppraisalName . . . . . . . Job Title . . . . . . .Department . . . . . . . . . . . . Date of Review . . . . . . .Age . . . . . .. . Years in present jobSection I Appraisal Of PerformanceNote to Appraiser4.Appraisal must cover the period of the preceding 12 months5.Consideration to every function & responsibility of the job6.An objective factual assessment of an employee’s improvement ordeteriorationSection II Promotability & PotentialPromotability4.Promotion now5.Within 2 years6.Within 5 years7.Unlikely to qualify for promotionSection III Career DevelopmentSection IV Notes on Interview with employeeSection V Comments on & Endorsement by Reviewing Authority
  12. 12. crItIcal IncIdent MethodEx: A fire, sudden breakdown, accidentWorkers Reaction scaleA Informed the supervisor immediately 5B Become anxious on loss of output 4C Tried to repair the machine 3D Complained for poor maintenance 2E Was happy to forced test 1
  13. 13. fIeld revIew MethodPerformance subordinate peers superior customerDimensionLeadership ^ ^Communication ^ ^Interpersonal skills ^ ^Decision making ^ ^ ^Technical skills ^ ^ ^Motivation ^ ^ ^
  14. 14. grouP aPPraIsal Method
  15. 15. Mbo ProcessSet organizational goalsDefining performance targetPerformance reviewfeedback
  16. 16. behavIoral anchored ratIng scales Performance Points BehaviorExtremely 7 Can expect trainee to make valuable suggestionsgood for increased sales and to have positive relationships with customers all over the country.Good 6 Can expect to initiate creative ideas for improved sales.Above average 5 Can expect to keep in touch with the customers throughout the year.Average 4 Can manage, with difficulty, to deliver the goods in time.Below average 3 Can expect to unload the trucks when asked by the supervisor.Poor 2 Can expect to inform only a part of the customers.Extremely poor 1 Can expect to take extended coffee breaks & roam around purposelessly.
  17. 17. 360 degree PerforMance aPPraIsal
  18. 18. exaMPles of 360 degree PerforMance aPPraIsal MethodThese companies are using 360 DegreePerformance Appraisal MethodWipro Maruti UdyogInfosys HCL TechnologiesReliance Industries Wyeth Consumer Health (WCH)
  19. 19. Issues In aPPraIsal systeM Formal and informal What methods? Whose performance?When to evaluate? aPPraIsal Who are the raters? desIgn What problems? What to evaluate? How to solve?
  20. 20. Con st an t che c indu k c emp es loye e toperf ormbett er
  21. 21. advantages
  22. 22. dIsadvantages

×