Performance management and appraisal involve ongoing evaluation of employee performance and development. Performance appraisal is the formal review, usually annual, that is the last step in the performance management process. Appraisals help identify employee strengths and weaknesses, provide feedback, and inform salary and career decisions. The supervisor plays a key role by observing performance, providing coaching, and conducting the formal review. Effective appraisals involve preparation, assessment, review, and follow up.

1. 16-122013
Human Resource Management & Practices
Assignment on: Performance Management & appraisal
ma
Prepared to:
Md. Abu Baker
Siddique
Management and Appraisal
Group Members:
Md. Ashraful Alam
Konika
Md.Sakib-ur-nabi
Pabel Ahmmed

2. Konika,
4
Steps in Appraising Performance
3
The Supervisor’s Role
2
1
Why Appraise Performance?
Concept of Performance Management & Appraisal

3. Performance Management
Performance management is a process that is
supported by a framework of systems, structures and
procedures such as appraisal systems, learning and
development plans, objective setting and performance
measurement systems, and reward and remuneration
packages.
Dynamic, continuous process.
Improves organizational effectiveness.
Align with strategic goals.
Customized with organization capabilities.

4. Performance Appraisal
Performance appraisal is the specific analysis of the
performance of employees inside the company. PA is
the method of evaluating the behavior of the employees
in the workplace, normally including both quantitative
and qualitative aspect of the job.
Periodic (usually annual) event.
Formal review.
Last step in performance management
process.
Highly structured and well defined.

5. WHY Appraise Performance?
Appraisals play an integral role in the employer’s
performance management process.
Appraisals help in planning for correcting
deficiencies and reinforce things done correctly.
Appraisals, in identifying employee strengths and
weaknesses, are useful for career planning.
Appraisals affect the employer’s salary raise
decisions.

6. The supervisor is usually in the best position to
observe and evaluate subordinate’s performance
and is also responsible for that person’s
performance.
Performance planning
Coaching and counseling
Mid-point review
Annual and Final Performance Appraisal

7. Steps in Appraising Performance
Preparation
Assessment
Reviewing documents.
Appropriate setting.
Deliver it clearly.
Encouragement.

9. Behaviorally Anchored Rating Scales
Behaviorally Anchored Rating Scales (BARS) are
designed to bring the benefits of both qualitative and
quantitative data to the employee appraisal process.
BARS compare an individual’s performance against
specific examples of behavior that are anchored to
numerical ratings.
Example: A level six rating for a nurse may require them to show
sympathy to patients while a level nine rating may require them to
show higher levels of empathy and ensure this comes across in all
dealings with the patient.

10. Management By Objectives
Set the organization’s goals.
Set departmental goals.
Discuss departmental goals.
Define expected results (set
individual goals).
Performance reviews.
Provide feedback.

11. Electronic Performance Monitoring
EPM means using technology to
monitor the activities of
employees at work


13. Potential Appraisal Problems
Unclear
standard
s
Central
tendency
Halo
effect
Bias
Strictness/leniency

14. Five Guidelines for holding Effective Appraisals
Do your homework.
Set the stage
Conduct the interview
Close the discussion
Follow Up

16. Performance Appraisal VS Management
Performance appraisal
Performance management
Top-down assessment
Joint process through dialogue
Annual appraisal meeting
Continuous review with one or more
formal reviews
Use of ratings
Ratings less common
Monolithic system
Flexible process
Focus on quantified objectives
Focus on values and behaviors' as well as
objectives
Often linked to pay
Less likely to be directly linked to pay
Bureaucratic - complex paperwork
Documentation kept to a minimum
Owned by the HR department
Owned by line managers

17. Basic Building blocks of Performance Management
Recruitment
Training
Coaching and Counseling
Appraisals
Reward and recognition
Career development

18. Recommendation
Make sure mgrs
and subordinates
understand the
appraisal system.
Provide resources
necessary to link
pay to
performance.
Make informal
appraisals
ongoing activity.
Start with effective
performance
planning.
Assess the
effectiveness of
your current
system.
Appraisal skills
training for your
managers are a
must.
Increase manager’s
willingness to
conduct effective
appraisals.