Now a days, an Appraisal performance in a evaluated by many organisation and the companies.

1. Employee Development Tool
Appraisal

2. Lets Discuss
 Overview of Appraisal.
 Objectives.
 Pre-requisites of performance appraisal.
 Appraisal Process Model.
 Goal Setting.
 Importance of performance appraisal.
 Successful Vs Failing Appraisals.
 Performance Appraisal Approaches.
 Employees motivation mechanism.
 Appraisal Templates.
 Case Study.
 Conclusion.

3. Performance Appraisal - Tool used to provide the employee
with.
 Performance feedback.
 Improved employee development.
 Increased employee productivity.
 A safeguard for companies and employees from legal liability.

4. Set methods and performance criteria for
appraisal.
 Performance review.
 Review of Potential & Development need.
 Reward reviews.

5.  Documentation – Regular performance documentation.
 Standards / Goals – SMART goal setting criteria.
 Practical Format - Appraisal format should be simple, clear, fair
and objective.
 Evaluation Method - Appropriate evaluation method should be opted.
 Communication - Employer & employees should have effective
communication.
 Feedback - Should be developmental than judgmental.
 Personal Bias - Evaluation should be done without personal bias.

6. Establishing Standards
Communicating Standards and Expectation
Measuring Actual Performance
Comparing with Standards
Providing Feedback
Corrective Actions

7. It is a important part of review process, Goal setting
using SMART Criteria.
 S – Specific – Clear and unambiguous goals.
 M – Measurable – Very important to measure the
progress.
 A – Attainable – Must be realistic and attainable.
 R – Real-time – Must be “do-able”.
 T – Time-bound – Commitment to deadline.

8.  Helps management to take decisions about salary increments.
 Development in employee performance.
 Minimizes the communication gap in the Organization.
 Training needs of an employee can be identified.
 Helps to implement strategic goals & clarify performance
expectations.

9.  Make sure evaluators are prompt and committed.
 Communicate with managers and employees about appraisal
design before implementation.
 Monitor appraisal process on regular intervals.
 Train evaluators to make fair and objective assessments.
 Practice simple, objective and straightforward approaches.

10. Employee dissatisfaction and disengagement leads to
appraisals failure in Organizations.

11. Every approach has its own pros & cons, so Organizations adopts
suitable methods for their evaluation.
Traditional Approaches
 Ranking Method.
Paired comparison.
Grading.
Forced Choice Method.
Checklist Method.
Critical Incidents Method.
Graphic Rating Scale.
Essay Method.
Confidential Report.
Modern Approaches
 Management by Objective.
 Behaviourally Anchored
Rating Scales (BARS).
 Assessment Centres.
 360 degree appraisal.
Vs

12. De-motivated
Employee
Inaccurate
Performance
Review
Increased
Salary
De-motivated
Employee
Accurate
Performance
Review
No Change in
Salary
Highly
Motivated
Employee
Accurate
Performance
Review
Increased
Salary

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16.  Primary goal of appraisal is to enhance employee performance.
 Appraisals can benefit both employees & employers.
 Improvised communication and quality of work.
 Maintain documentation for every appraisal process.
 Set objective for next performance appraisal.
 Thank employees for their efforts.

17. THANK YOU
Don't let employees come into the Performance Appraisal blindly or
leave blindly, without a sense of direction or accomplishment.