performance appraisal system in any organisation

1. PRESENTATION
ON
PERFORMANCE APPRAISAL
YATIN SHARMA

2. PA is the method of evaluating the
behaviour of the employees in the
workplace, normally including
both quantitative and qualitative
aspect of the job.
 How the employee is performing
 How the employee can develop
 What the superior can do to make it
happen
 How the job is going
What is Performance Appraisal

3. • Provide information about the performance ranks.
Decision regarding salary revision, confirmation,
promotion and demotions.
• Provide feedback about level of achievement and
behaviour of the subordinate.
• Provide information to diagnose the deficiency of
the employees.
• Provide training and development needs of the
employees.
WHY conduct a Performance
Appraisal

4. • The performance review must occur atleast
once in a year. Some companies review twice in
a year.
• However, as a part of Performance
Management, the performance review is a
continuing, ongoing activity.
WHEN to conduct a Performance
Appraisal

5. • Establish a more effective two way communication
• Set performance objectives
• Help improve current performance
• Assess past performance
• Provide feedback on performance
• Identify training & development needs.
• Assist in career planning decisions
OBJECTIVES of Performance
Appraisal

6. • The Appraisee
• The Appraiser
• HR Department
WHO are involved in Performance
Appraisal

7. Traditional Methods of
Performance Appraisal.
• Graphic Rating Scales: This is the oldest and
most widely method used for performance
appraisal. The scales may specify five points, so
a factor such as job knowledge might be rated 1
(poorly informed about work duties) to 5 (has
complete mastery of all phases of the job).

8. Ranking Method
• This is one of the oldest and simplest
techniques of performance appraisal. In
this method, the appraiser ranks the
employees from the best to the poorest on
the basis of their overall performance. It is
quite useful for a comparative evaluation.

9. Essay Method
• This method asked managers /
supervisors to describe strengths and
weaknesses of an employee’s behavior.

10. Confidential Report
It is mostly used in government organizations. It
is a descriptive report prepared, generally at the
end of every year, by the employee’s immediate
superior. The report highlights the strengths and
weaknesses of the subordinate.

11. Modern Methods

12. MBO
A process whereby the superior and
subordinates of the organization jointly
identify its common objectives, define
each individual’s major areas of
responsibility.
1. Establishment of Goals
2. Setting the performance standard
3. Actual level of job attainment is
compared with the goals agreed upon.
4. Establishing new goals and new
strategies for goals not previously
attained.

13. 360 DEGREE
FEEDBACK

14. What is 360 DF?
360 Degree Feedback is a multi - rater
feedback system where an individual is
assessed by a number of assessors including
his boss, direct reports, colleagues, internal
customers and external customers

15. Internal
Customers
“Boss”
Peers
External
Customers
Team
Members
Self
Feedback
collected from
Using a specially
designed tool
Anonymously
What is 360 DF?