This document discusses various methods of performance appraisal. It begins by defining performance appraisal as a method to evaluate an employee's performance in terms of quality, quantity, and cost. It then categorizes performance appraisal methods into traditional and modern methods. Some traditional methods discussed include rating scales, checklists, forced choice, critical incident reporting, and confidential reports. Modern methods discussed include management by objectives, 360-degree feedback, assessment centers, and psychological appraisal.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Performance Appraisal is the systematic evaluation of the
performance of employees and to understand the abilities of
a person for further growth and development.
Business Studies - Appraisal
The aspects of an appraisal are explained along with it's benefits, drawbacks and methods. The 3 methods that are described and outlined in this presentation are self assessment, peer assessment and 360 degree feedback.
OB case study ( Politics of Perfomance appraisal )Farzana Yasmin
The slide which is a OB group presentation, is about on the case; "Politics of performance appraisal" in Eckel Industries based on four managers : Tom, Jim, Lynne and Max and what they feel about the evaluation process that goes on in the company, what are the outcomes and how the process can be modified.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Performance Appraisal is the systematic evaluation of the
performance of employees and to understand the abilities of
a person for further growth and development.
Business Studies - Appraisal
The aspects of an appraisal are explained along with it's benefits, drawbacks and methods. The 3 methods that are described and outlined in this presentation are self assessment, peer assessment and 360 degree feedback.
OB case study ( Politics of Perfomance appraisal )Farzana Yasmin
The slide which is a OB group presentation, is about on the case; "Politics of performance appraisal" in Eckel Industries based on four managers : Tom, Jim, Lynne and Max and what they feel about the evaluation process that goes on in the company, what are the outcomes and how the process can be modified.
Best Practices for Enterprise Performance ManagementPerficient, Inc.
A special webinar for Finance professionals
Looking forward to budget season? For many managers, the budget process is a painful, manual process driven by disconnected Excel spreadsheets that are error-prone, static, and generally non-collaborative. The result is a budget that becomes irrelevant as soon as the new fiscal year begins.
A more nimble response is needed. Budgeting and planning should be a continuous, flexible exercise based on rolling forecasts, and supported by systems that can adapt as the business climate changes.
Join us as we discuss how applying best practices and using an automated Enterprise Performance Management system can help intelligent enterprises reap the benefits of flexible budgeting, accurate forecasting and dynamic planning. By implementing best practices for budgeting and planning, you can:
- Make the budget process less painful
- Replace spreadsheets with web forms
- Automate the budget roll-up process
- Create budgets based on key business drivers
- Link strategic goals to operational decisions
- Integrate financial “actuals” with budget and forecast data
- Provide easy, real-time variance reporting
- Access a single version of the truth for financial information
Presenter Emil Fernandez is General Manager of Perficient's national Enterprise Performance Management practice.
Performance appraisal by the HR department in the firm to the employees of the company, methods of performance appraisal, techniques and approaches used by HR department, process of performance appraisal.
In this file, you can ref useful information about method of performance appraisal such as method of performance appraisal methods, method of performance appraisal tips, method of performance appraisal forms, method of performance appraisal phrases … If you need more assistant for method of performance appraisal, please leave your comment at the end of file.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
3. Q. WHAT IS PERFORMANCE APPRAISAL
Performance appraisal is also known as employee
appraisal is a method by which the performance of An
employee is evaluated in terms of
(Quality,Quantity,cost),also be used to determine any
ones personality,potential of its group members.
Classification of Performance appraisal
1. Traditional method.
2. Modern method.
4. CLASSIFICATION OF PERFORMANCE APPRAISAL
Performance appraisal
Traditional method Modern
method
1. Rating method 1.Assesment centre
2. Checklist 2.360 degree
feedback
3. Forced view method 3.psychological
appraisal
4. Essay evaluation 4. MBO
5. Critical incident method
6. Field review method
7. Confidential report
5. TRADITIONAL METHODS OF PERFORMANCE
APPRAISAL
1.Rating scale-The rating scale consist of several numerical
scale,each representing a job related performance such as how much
dependible you are How much output you produce,attendence,co-
operation in work .
For example:
Employee name-Ram Sharma Raters name –
suraj(HR) Department-Marketing
Date-22/11/14
Excellent(1) Good(2) Acceptable(3) Fair(4)
Poor(5)
1.Dependibility 2
2.Attendance 3
3.Level of Output 4
4.Cooperation 4
6. TRADITIONAL METHODS
2.Checklist-Checklist contains a list of statement in which
the rater descibes the on job performance of the
employees.In this the rater gave only two answer of the
question yes or no relates to the employee.
For example:
1.Is employee regular Yes
2.Is employee follow order No
In this the performance of employee is measured in yes or
no type answer only then rater send the report to the HR
department then they will evaluate it.
7. 3. Force choice method-The series of statements arranged in the blocks of two
or more are given and the rater indicates which statement is most or least. The
rater is forced to make a choice. HR department does actual
assessment.Favourable qualities earn credit ,unfavourable qualitites earn
reverse.
For ex: Most Least
1. Regularity on the job
Always regular Most
Tell advance about delay Least
Never regular Least
poor
10% below
average
20%
average
20%
good
30%
excellent
20%
poor below average
average good
excellent
8. 4.Critical incident method-Manager prepares list of statement of
behaviour of very effective and ineffective behaviour of an
employee.
Then manager periodically records the critical incident of
employees behaviour.
This are some information about different workers after collecting
the information.
Worker statement scale
A Informed the supervisor immediately 4
B Become tense on the loss of output 3
C Tried to repair the machine 3
D Complained about poor maintanence 2
9. TRADITIONAL METHODS
5. Field review method-This is an appraisal done by someone outside employees own
department like HR department or any other department by the way of questioning to
individual,groups,superiors e.t.c.
6.Confidential report-It is the descriptive report of an employee Prepared by the
employee’s immediate supervisor.The report highlights the strength and weakness of the
employee.It is usually prepared in the government organization.
10. TRADITIONAL METHODS-
7.Performance test and observation-This is the method by
which the observer check the employees skills and
knowledge by giving them the test and question relates to
skills,knowldege in the test.
8.Essay method-In this rater asked to express the strong as
well as weak point of employees’s behaviour,overall
impression of performance,capabilities and qualities of
performing jobs.
11. MODERN METHODS
1. MBO(management by obective).
2. 360 degree performance method.
3. Psychological appraisal.
4. Assesment centres.
12. MODERN METHODS
1.Management by objective-It means management by obejctive
and
the perfomance is rated against the achievement of
objective.MBO process goes as under:
First step-Establish goals and desired outcome for each
subordinate
Second step-Setting the performance standard for the employee.
Third step-Comparision of actual goals with the desired outcome.
Fourth step-Establish new goals and new strategies for goals not
previously achieved
13. 2. 360 degree feedback- It is a technique through which systematic
collection of performance data about an indiviual ,Group,derived from an
immediate supervisor ,stakeholders,customer.In fact anyone who has
knowledge about how an employee does a job may be one of the
appraiser.
Employee
customer
supervisor
peers
Team
members
Supplier
superiors
14. 3.Assesment centre- It is a technique where managers may
come together to have their participation in job related
activities
evaluated by trainer observers.It is more focused on
observation of
behaviour across a series of selected exercise or samples.
4.Psychological Appraisal- These appraisals are more directed to assess
employees potential for future performance rather than the past one. It is done
in the form of in-depth interviews, psychological tests, and discussion with
supervisors and review of other evaluations. It is more focused on employees
emotional, intellectual, and motivational and other personal characteristics
affecting his performance.