This document provides an outline for a paper on performance appraisal. It begins with an introduction that defines performance appraisal and discusses its purpose. It then covers topics such as performance interview and feedback, different performance appraisal methods including traditional versus modern approaches, the use of appraisal forms, and types of appraisers such as supervisors, peers, subordinates, self, and customers. The outline provides subheadings for most of the main topics and issues to be discussed in the paper.
Implementing A Performance Management System {Lecture Notes}FellowBuddy.com
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
Implementing A Performance Management System {Lecture Notes}FellowBuddy.com
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
Employee Testing and selection /Human Resource ManagementNeveenJamal
ادارة الموارد البشرية
اختيار الموظفين
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Performance Management And Appraisal - HRMFaHaD .H. NooR
Appraisal and Performance Management in HRM, A performance appraisal (PA), also referred to as a performance review, performance evaluation,[1] (career) development discussion,[2] or employee appraisal[3] is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
Employee Testing and selection /Human Resource ManagementNeveenJamal
ادارة الموارد البشرية
اختيار الموظفين
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Performance Management And Appraisal - HRMFaHaD .H. NooR
Appraisal and Performance Management in HRM, A performance appraisal (PA), also referred to as a performance review, performance evaluation,[1] (career) development discussion,[2] or employee appraisal[3] is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
A comprehensive presentation deck about Performance Management in Human Resource Management (HRM)
CITATION:
Betia et al. (2023) Performance Management - HRM. Slideshare.
A STUDY ON EFFECTIVE NESS OF PERFORMANCE A PPRAISAL SYSTEM IN MANUFACTURING...IAEME Publication
This study aims to examine effectiveness of performance appraisal system.Performance appraisal has increasingly become part of a more strategic approach to integrating HR activities and business policies and may now be seen as a generic term covering a variety of activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards. The purpose of this study was to examine the performance appraisal.
Data1. From the Table below prepare the following Financial Statem.docxwhittemorelucilla
Data1. From the Table below prepare the following Financial Statements:and provide a descripition of the uses of each.A. Income StatementB. Balance Sheet2Explain the purpose of the Statement of Cash Flowand explain the three sections, give 2 examples of data whichappears in each section.FY 2017FY 2016Cash$4,000,000$3,700,000Short Term Investments$2,500,000$2,500,000Accounts Receivable$18,500,000$17,000,000Long Term Investments$12,500,000$10,000,000Property, Plant & Equipment (Net)$25,000,000$23,000,000Other Assets$1,500,000$1,250,000$57,450,000Current Portion of Long Term Debt$2,500,000$2,000,000Accounts Payable$4,500,000$4,000,000Long Term Debt$12,500,000$11,500,000Other Liabilities$2,000,000$1,500,000Unrestricted Net Asdets$30,000,000$28,000,000Temporily Restricted Assets$5,000,000$3,000,000Premenently Restricted Assets$7,500,000$7,500,000$57,500,000$64,000,000Net Patient Revenue (Before Bad Debt)$90,000,000$86,000,000Other Operating Revenue$2,000,000$2,000,000Salaries and Wages$45,000,000$44,000,000Benefits$9,000,000$8,500,000Supply Expenses12,500,00012,000,000Depreciation Expense$6,500,000$6,000,000Interest Expense$2,000,000$1,800,000Bad Debt$6,000,000$5,300,000General Expenses$5,000,000$4,500,000Insurance Expenses$1,500,000$1,250,000$371,500,000$286,300,000
Sheet21. From the Table below prepare the following Financial Statements:and provide a descripition of the uses of each.A. Income StatementB. Balance Sheet2Explain the purpose of the Statement of Cash Flowand explain the three sections, give 2 examples of data whichappears in each section.FY 2017FY 2016Cash$4,000,000$3,700,000Short Term Investments$2,500,000$2,500,000Accounts Receivable$18,500,000$17,000,000Long Term Investments$12,500,000$10,000,000Property, Plant & Equipment (Net)$25,000,000$23,000,000Other Assets$1,500,000$1,300,000Current Portion of Long Term Debt$2,500,000$2,000,000Accounts Payable$4,500,000$4,000,000Long Term Debt$12,500,000$11,500,000Other Liabilities$2,000,000$1,500,000Unrestricted Net Assets$30,000,000$28,000,000Temporily Restricted Assets$5,000,000$3,000,000Premenently Restricted Assets$7,500,000$7,500,000Net Patient Revenue (Before Bad Debt)$90,000,000$86,000,000Other Operating Revenue$2,000,000$2,000,000Salaries and Wages$45,000,000$44,000,000Benefits$9,000,000$8,500,000Supply Expenses12,500,00012,000,000Depreciation Expense$6,500,000$6,000,000Interest Expense$2,000,000$1,800,000Bad Debt$6,000,000$5,300,000General Expenses$5,000,000$4,500,000Insurance Expenses$1,500,000$1,250,000$307,500,000$286,350,000
Income StatementIncome StatementOperating Revenue and other supportsFY 2017FY 2016
Balance SheetBalance SheetFY 2017FY 2016
Cash Flow Statement
1
Running Head: OPTIMIZING EMPLOYEE PERFORMANCE
Olena Spears
HRMT300-1803B
Professor Washington
6 Sept 2018
Introduction
· One of the key aspects of business success is the employees’ performance. This means that when a business aims at optimizing the performance of the employees most probably the b.
Dr. Jhansi Rani M R - Module V Multinational Performance ManagementMRJhansiRani
Challenge, performance management and performance appraisal of international employees, appraisal of HCN employees, Dr. Jhansi Rani M R, Dr. M R Jhansi Rani
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
PayPal Services Features-
🟢 Email Access
🟢 Bank Added
🟢 Card Verified
🟢 Full SSN Provided
🟢 Phone Number Access
🟢 Driving License Copy
🟢 Fasted Delivery
Client Satisfaction is Our First priority. Our services is very appropriate to buy. We assume that the first-rate way to purchase our offerings is to order on the website. If you have any worry in our cooperation usually You can order us on Skype or Telegram.
24/7 Hours Reply/Please Contact
usawebmarketEmail: support@usawebmarket.com
Skype: usawebmarket
Telegram: @usawebmarket
WhatsApp: +1(218) 203-5951
USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
2. Outline
Introduction of Performance Appraisal
Performance Interview and Feedback
Appraisal Form
Traditional Methods vs Modern Methods
Type of appraisal Methods
Type of Appraiser
Definition
Importance Performance Interview
Performance Appraisal Methods
Definition and Purpose
When?
Performance appraisal steps/process
Supervisors, Peers, Subordinates, Self, Customers, Clients and Group
Appraiser Error
Judgmental Errors
Rater Training Program
Poor Appraisal Forms
Ineffective Organizational Policies and Practices
5. Other Terms
Performance appraisal has been synonymous with
performance review,
performance evaluation,
performance assessment,
performance measurement,
employee evaluation,
personnel review,
staff assessment, and
service rating
(Aggarwal & Thakur, 2013)
6. Definition of Performance Appraisal
The observation and assessment of the employee performance against
job-related standards determined by the organization over a certain
period (Eichel & Bender, 1984).
The process of evaluating on employee’s job performance that helpful
to, and often even essential to, accomplishing important goals of all
organization (Kondrasuk, 2012)
Performance appraisals involves the similar idea of developing social
and performance norms, monitoring the actions of employees in relation
to the norms, assigning responsibility for the actions, and then ultimately
providing rewards or punishment based on performance towards those
norms (Milliman, Nason, Zhu, & Cieri, 2002)
7. Definition of Performance Appraisal
Performance appraisal provides an annual review and
evaluation of an individual's job performance (Eastern Illinois
University, 2009)
Performance appraisal is the process of determining how well
employees do their jobs compared with a set of standards and
communicating that information to those employees
(Chukwuba, 2011)
Performance appraisal is the evaluation of employee’s
performance based on the standard and give feedback about
the assessment .
8. Purpose of Performance
Appraisal
Walsh and Fisher (2005); Faseeh (2013):
(1) To provide feedback about strengths and weaknesses;
(2)To distinguish between individuals to allocate rewards;
(3)To evaluate and maintain the human resource systems of the
organization; and
(4)To create a paper trail of documentation (Murphy
& Cleveland, 1995)
Chattopadhayay and Ghosh (2012),
•It provides a justification for human resource decision such as
rewards, career planning, transfers, training, counseling, mentoring
, termination, etc.
10. When Performance Appraisal?
Annually
• Many organization usually make an evaluation of the
employees’ performance in the end of the year.
• annual employee performance reviews appear to be the
standard in most American organizations.
Semiannually
• A semi-annual one for the employee to discuss with his manager
any needed remedial steps for his performance on an unofficial
basis. While the second one, would be an official one held at the
end of the year for the employee to receive his appraisal results
and know about the salary increase or promotion. E.g: Japan
Others
• According to the Chartered Institute of Personnel and
Development (CIPD), UK, 87% of employers use some
form of individual annual appraisals, 27% do them twice
a year and 10% more often than that. Some use them
when projects come to an end.
12. Example Performance Appraisal
Step
1. Establish performance
standards for each
position and criteria for
evaluation.
2. Establish performance
evaluation policies on
when to rate, how often to
rate, and who should rate.
3. Have raters gather data
on employees’
performance.
6. Make decisions and file
evaluation.
5. Discuss the evaluation
with the employees.
4. Have raters (and
employees in some
systems) evaluate
employees’ performance.
(Kumari, 2012)
13. Example Performance Appraisal
Step
Step l: The
Initial
(Performance)
Planning
Session
• Meeting
individually to
described
expectation
Step II: The MidPoint Review
Step III: The Final
Review Session
• provide
feedback to
the employee
during the
primary
performance
period
• to review and
rate the
performance of
each
employee
during the
entire
performance
rating period.
(West Virginia Division of
Personnel Handbook, 2005)
15. Definition of Performance
Interviewinterviews between a
Recurrent strategic
superior in an organization and an employee that
focus on employee performance and
development (Asmuß, 2008)
The interview constitutes a discussion session between an employee and his
or her supervisor with respect to the employee’s results during the period of
evaluation, focusing especially on employee progress, aims, and needs at
work (Anne Linnaa, Elovainio, Bos, Kivimäki, & Penttia, 2012)
The performance appraisal interview is defined as
the formal process of evaluating employee
performance (Keeping and Levy 2000)
A potentially important part of any organization’s
performance appraisal system that function in
several ways such as providing feedback
(Cederblom, 1982)
A formal meetings for the specific purpose of
discussing the various aspect of performance
and the performance management system
(Aguinis, 2009)
16. Function of Performance
Interview
Two main purpose:
Counseling and
development
Evaluation and
discussion
About employees’
performance
Allow employees to
improve their
performance by
identifying
performance problem
and solution for
overcoming them.
Helps to build good
relationship
(Cederblom, 1982)
(Aguinis, 2009)
18. Explanation of Feedback
Staff members should not receive any surprise
feedback because informal, continuous
discussion and feedback between staff and
manager throughout the year prevents surprises
(Boice & Kleiner, 1997).
20. Traditional vs New Approach
Traditional Approach
New Approach
Traditional Approach
This method is based on
studying the personal
qualities of the employees.
It may include
knowledge, initiative, loyalt
y, leadership and judgment
(Aggarwal &
Thakur, 2013).
New Approach
Performance appraisal is
used for developmental
and motivational
purposes in the
organizations (Gürbüz &
Dikmenli, 2007).
23. Critical Incident Method
Keeping a record of uncommonly good or
undesirable examples of an employee's work
related behavior and reviewing it with the
employee at predetermined times.
24. Management by Objectives
(MBO)
Employees are evaluated how well they
accomplished a specific set of objectives that
have been determined to critical in the
successful completion of the job.
25. Narrative Essay
Evaluator writes an explanation about
employee’s strength and weakness
points, previous performance, positional and
suggestion for his (her) improvement at the
end of evaluation time.
26. Rating Scale
Behaviorally
Anchored
Rating Scale
(BARS)
Graphic
Rating Scale
• BARS combines elements from critical
incident and graphic rating scale
approaches. The supervisor rates
employees’ according to items on a
numerical scale.
• A scale that lists a number of traits and
a range of performance for each, the
employee is then rated by identifying the
score that best describes his or her
performance for each trait.
29. Comparative Methods
Ranking Method
Forced
Distribution
Ranking
Paired
- This method
Comparison
- employees from
forces a set
best to worst on a - Each person is
percentage of all
particular
directly compared
person being
trait, choosing
with every other
evaluated into
highest, then
person being
pre-determined
lowest, until all
rated.
performance
ranked (Aggarwal
categories.
& Thakur, 2013)
30. Appraisal Form
Information on performance is collected by
using forms, which can be filled out in paper or
electronically (Aguinis, 2009)
Example appraisal form
31. Components in Appraisal Form
Basic employee information
Accountabilities, objectives and standard
Competencies and indicators
Major achievements and contributions
Developmental achievements
Developmental needs, plans, and goals
Stakeholder input
Employees comments
Signature
(Aguinis, 2009)
32. 360 Degree
is known by a variety of names, including
multisource assessment, 360-degree
feedback, multirater assessment, and threedimensional or full-circle appraisal.
It relies on the input of an employee's
superior, colleagues, subordinates, sometimes
customers, suppliers and/or spouses.
The information collected and feedback is
provided in full circular fashion top down and
back to top.
34. Supervisors
Peers
Subordinates
• Supervisor:
• Best position to evaluate performance in relation to
strategic organization goals
• Peer:
• Must know the level of performance of the employee
being evaluated.
• May be useful when the task of the work unit require
frequent working contact among peers
• For developmental aspects of performance evaluation
• Subordinates are a valuable source of information
regarding particular aspects of a supervisor or leader’s
performance such as communication, team building or
delegation.
• For example Exxon and universities
35. Self
Customers
• Self appraisal
• To be used for developmental aspects.
• Self evaluation have often been met with skepticism by
organizations because the self interest of the
employee.
• Customers
• Useful for jobs that require a high degree of
interaction with public or with particular jobrelated individuals.
• Clients may also offer a different perspective on a employee’s
performance, particularly for jobs that require a high degree of
interaction with people. For example, client appraisals can be a
valuable source of feedback regarding the quality of service
provision (e.g. the quality of interaction, degree of professionalism).
• Group
37. Appraiser Error
Appraisal error affect the objectivity of the
appraisal negatively (Boachie-Mensah &
Seidu, 2012).
The problems that affect the validity and
dependability of the Performance appraisal
systems (Kumari, 2012)
38. Component of Appraisal Error
(Kumari, 2012)
Judgment Error
• People commit mistake due to biasness and
inadequate training while evaluating people and their
performance.
• These errors are also called as Rater Errors.
Poor Appraisal
Forms
• The rating scale may be quite vague and unclear.
• Problems with evaluation standards
• The rating form may ignore important aspects of job
performance.
• The forms may be too long and complex.
Ineffective
Organizational
Policies and
Practices
• Very often the sincere appraisal report put in by a rater
is not suitably rewarded
40. Rater Training Programs
The overall objective of providing raters with tools
that will allow them to implement the performance
management system effectively and effectively
(Aguinis, 2009).
To improve managers’ ability to conduct effective
performance appraisals with dealing errors to
eliminate it from ratings (Inancevich &
Konopaske, 2013).
The example of training such as Rater Error
Training, Frame of Reference Training
(FOR), Behavioral Observation Training, and SelfLeadership Training.
41. A Study in polytechnic in Takoradi, Ghana
(Boachie-Mensah & Seidu, 2012)
Effect from
Appraisal Error
The most
common errors:
similarity and the
halo effect biases
Irregular and
inadequate
feedback
A negative
perception that the
employees
Recommendation
Precise definitions of the
job-related behaviours
being rated are required.
The superior to routinely document employee
accomplishments and failures throughout the whole
appraisal period.
Performance standards must be
clearly defined
Formal training programmes
42. Support from Previous Study
In a study of Telecom Industry in Navi Mumbai
Region
the most common appraisal errors in the
system are the similarity (similar-to-me)
effect and the halo effect.
43. Deming (1982/2000)
Deming was a recognized guru in
the quality movement and famous
for his critique of performance
ratings, identifying them as one of
management’s deadly diseases in
the
PA:
It nourishes short-term
performance, annihilates longterm planning, builds fear,
demolishes team-work, nourishes
rivalry and politics. It leaves
people bitter, crushed, bruised,
battered, desolate, despondent,
dejected, feeling inferior, some
even depressed, unfit for work for
weeks after receipt of rating,
unable to comprehend why they
44. Conclusion
Organizations can benefit a lot from
performance appraisal by seeing it as crucial
part of management responsibility.
Employee will be motivated and inspired with
positive and constructive feedback from
performance appraisal.
Effective performance appraisal should
eliminate appraisal error.