This document discusses the design of performance appraisal forms. It begins by defining performance appraisal as a process of systematically evaluating employee performance and providing feedback to improve it. Some advantages of performance appraisal are increased motivation, self-esteem, communication, and fair rewards. The document then explains that a performance appraisal form is a predefined format for assessing an employee's actual performance against standards. It provides a 5-step model for designing appraisal forms: 1) Know the employee, 2) Study their job description, 3) Decide evaluation parameters, 4) Choose an appraisal method, and 5) Create the form. Common appraisal methods include ranking, rating, critical incidents, and behaviorally anchored scales. Issues to

1. Designing of Performance
Appraisal Form
Presented By:
Deependra Singh
MBA- HR & Marketing

2. Performance Appraisal
Performance appraisal is a process of
systematically evaluating performance and
providing feedback upon which performance
adjustments can be made.
(Schermerhorn et al. 2004)

3. Advantages of Performance Appraisal
• Increased Motivation to perform effectively
• Increased Self-esteem of employees
• New insight gained into employees
• Valuable communication developed among
appraisal participants
• Rewards distributed on a fair and credible
basis.

4. Performance Appraisal Form
It is a pre-decided format for assessing the
employee’s actual performance relative to
standards and providing feedback to the
employee with the aim of motivating that
person to eliminate performance deficiencies.

5. Benefits of Performance Appraisal Form
• Proper evaluation of employee’s job related
behavior.
• Systematic process to know the feedback of
employee from other organization members.
• Setting working standards and awareness of
desired results
• Critical Tool for training and development of
employees.
• Useful for career and succession planning

6. Model for Designing Appraisal Form
Know Your
Appraisee
Study about job
description of
Appraisee
Decide parameters
on the basis of
duties and
responsibilities of
Appraisee
Decide
Appraisal
Method
Prepare
Appraisal
Form

7. i) Know Your Appraisee
• Employees on various levels of organization
have different responsibilities and target.
• So for preparing appraisal form, the first phase
is started with “know the appraisee”.

8. ii) Study about job description of
Appraisee
• After knowing the designation of appraisee,
second phase is started to know the duties
and responsibilities of appraisee.
• To know the duties and responsibilities, we
have to study the job description of the
employee.

9. iii) Decide Parameters
On the basis of duties and responsibilities, the
parameters are set on which the performance of
employee will be assessed. These parametrs can
be:
Quality of Work
Time Management
Discipline
Organizational Behavior
Leadership Development

10. iv) Decide Appraisal Method
• On basis of parameters, appraisal method is
set in this phase.
• Appraisal Method may be:
 Ranking Scale
Graphic Rating Scale
Critical Incident Technique
Behaviorally Anchored Rating Scale

11. v) Prepare Appraisal Form
• Now the final stage of preparing appraisal
form comes.
• In this stage, appraisal form is prepared on the
basis of predefined parameters and appraisal
methods.

12. Issues Related to Performance
Appraisal
• Role Clarity and Role Analysis.
• Some Employees think appraisal as a threat
rather than an opportunity.
• Length of the appraisal form.
• Deciding Parameters and Appraisal Method
for assessing employees.

13. Thanks A Lot….