ICT Role in 21st Century Education & its Challenges.pptx
Performance appraisal
1.
2. ACCORDING TO EDWIN B
FLIPPO, “PERFORMANCE
APPRAISAL IS A
SYSTEMATIC,PERIODIC AND SO
FAR AS HUMANLY POSSIBLE,AN
IMPARTIAL RATING OF
EMPLOYEE’S EXCELLENCE IN
MATTERS PERTAINING TO HIS
PERSENT JOB AND TO HIS
POTENTIALITIES FOR A BETTER
JOB.”
3. IT IS THE METHOD OF EVALUATING THE BEHAVIOUR OF THE
EMPLOYEE IN THE WORK SPOT.
PERFORMANCE APPRAISAL IS THE STEP WHERE THE
MANAGEMENT FINDS OUT HOW EFFECTIVE IT HAS BEEN AT
HIRING AND PLACING EMPLOYEES.
PERFORMANCE EVALUATION INCLUDES:
* IDENTIFICATION
* MEASUREMENT
* MANAGEMENT.
7. IT IS THE SIMPLEST METHOD OF PERFORMANCE APPRAISAL IN WHICH
EMPLOYEE IS EVALUATED BY DIFFERENT SUPERVISORS WITH RANKS
AND THESE RANKS ARE GROUPED TO SEE WHICH EMPLOYEE IS RATED
BEST. E.g.:
8. UNDER THIS METHOD ,THE RATER CONSIDERS CERTAIN FEATURES
AND MARKS THEM ACCORDING TO A SCALE.
EACH EMPLOYEE IS COMPARED WITH OTHER EMPLOYEE ON THE
BASIS OF ON TRAIT ONLY.
9. IN THIS A SERIES OF STATEMENT LIKE QUESTION WITH THEIR ANSWER ‘YES’
OR ‘NO’ ARE PREPARED BY HR DEPARTMENT.
EVALUTION IS MADE BY IMMEDIATE BOSS/SUPERVISOR
FOR GIVING EFFECT FOR PROMOTION & TRANSFER.
10. A RATER WRITE A NARRATIVE DISCRIPTION REGARDING
EMPLOYEES STRENGTH,WEAKNESS,PAST PERFORMANCE
AND SUGGESTION FOR IMPROVEMENT.
THIS IS RANKING TECHNIQUE,WHERE A RATER ARE
REQUIRED TO ALLOCATE A CERTAIN PERCENTAGE OF
RATE TO CERTAIN CATEGORY.
11. UNDER THIS METHOD,A PRINTED FORM IS USED TO EVALUATE THE
PERFORMANCE OF AN EMPLOYEE. A VARIETY OF TRAITS MAY BE USED IN
THESE TYPES OF RATING DEVICE,THE MOST COMMON BEING THE
QUALITY AND QUANTITY OF WORK.
12. WHEN THERE IS A REASON TO SUSPECT RATER BIASNESS RATING
APPEARED TO BE QUIET HIGHER THAN OTHERS,THESE ARE
NUTERALISED WITH THE HELP OF REVIEW PROCESS,WHICH ARE
CONDUCTED BY PERSONNEL OFFICERS.
13. THE MANAGER PREPARE THE LIST OF STATEMENT OF EVERY EFFECTVE
AND INEFFECTIVE BEHAVIOUR OF EMPLOYEE.
14. MBO IS ALSO KNOWN AS WORK PLANNING AND REVIEW.
MBO FOCUSES ON WHAT MUST BE ACCOMPLISHED RATHER THAN HOW
IS TO BE ACCOMPLISHED.
THE MANAGEMENT SET SPECIFIC MEASURABLE GOAL WITH EACH
EMPLOYEE AND PERIODICALLY DISCUSS THE LATEST PROGRAMME
TOWARD THIS GOAL
15. BARS IS A COMBINATION OF RANKING AND CRITICAL INCIDENT
MEYHOD OF EMPLOYEE PERFORMANCE EVALUATION.
PERFORMANCE IS EVALUATED BY ASKING RATER TO RECORD SPECIFIC
OBSERVABLE JOB BEHAVIOUR OF AN EMPLOYEE AND THEN COMPARE
THESE OBSEVATION WITH A BARS.
IT FOCUS ON JOB BEHAVIOUR WHETHER IT IS MORE EFFECTIVE OR LESS
EFFECTIVE.
16. THIS METHOD COLLECTS PERFORMANCE INFORMATION FROM
MULTIPLE PARTIES INCLUDING SUB-ORDINATE,SUPERVISOR, CUSTOMER
AND CLIENTS.
IT IS ALSO USED TO DESIGN PROMOTION AND REWARD SYSTEM.
17. IT IS USED FOR EVALUATING EXECUTIVE/SUPERVISORY POTENTIAL.
AN ASSESSMENT CENTER IS A CENTRAL LOACATION WHERE MANAGER
COMES TOGETHER TO PARTICIPATE IN WELL DESIGNED SIMULATED
EXERCISE,THEN THEY ARE ASSESS BY A SENIOR MANAGER SUPPLIMENT
BY PHYCOLOGIST AND HR SPECIALIST.
18. HUMAN RESOURCE ACCOUNTING TREAT HUMAN RESOURCE AS
AN ASSET NOT AS AN EXPENSE.
THIS METHOD EVALUATES EMPLOYEE PERFORMANCE FROM THE
MONETARY BENEFITS.
HRA INCLUDES EXPENDITURE INCURRED ON TRAINING,
COMPENSATION AND DEVELOPING PEOPLE.