An Introduction to performance appraisal Prepared by- Ms. Neetu Kushwaha Research Scholar Department of Commerce

2. ACCORDING TO EDWIN B
FLIPPO, “PERFORMANCE
APPRAISAL IS A
SYSTEMATIC,PERIODIC AND SO
FAR AS HUMANLY POSSIBLE,AN
IMPARTIAL RATING OF
EMPLOYEE’S EXCELLENCE IN
MATTERS PERTAINING TO HIS
PERSENT JOB AND TO HIS
POTENTIALITIES FOR A BETTER
JOB.”

3.  IT IS THE METHOD OF EVALUATING THE BEHAVIOUR OF THE
EMPLOYEE IN THE WORK SPOT.
 PERFORMANCE APPRAISAL IS THE STEP WHERE THE
MANAGEMENT FINDS OUT HOW EFFECTIVE IT HAS BEEN AT
HIRING AND PLACING EMPLOYEES.
 PERFORMANCE EVALUATION INCLUDES:
* IDENTIFICATION
* MEASUREMENT
* MANAGEMENT.

5. C

7.  IT IS THE SIMPLEST METHOD OF PERFORMANCE APPRAISAL IN WHICH
EMPLOYEE IS EVALUATED BY DIFFERENT SUPERVISORS WITH RANKS
AND THESE RANKS ARE GROUPED TO SEE WHICH EMPLOYEE IS RATED
BEST. E.g.:

8.  UNDER THIS METHOD ,THE RATER CONSIDERS CERTAIN FEATURES
AND MARKS THEM ACCORDING TO A SCALE.
 EACH EMPLOYEE IS COMPARED WITH OTHER EMPLOYEE ON THE
BASIS OF ON TRAIT ONLY.

9. IN THIS A SERIES OF STATEMENT LIKE QUESTION WITH THEIR ANSWER ‘YES’
OR ‘NO’ ARE PREPARED BY HR DEPARTMENT.
EVALUTION IS MADE BY IMMEDIATE BOSS/SUPERVISOR
FOR GIVING EFFECT FOR PROMOTION & TRANSFER.

10.  A RATER WRITE A NARRATIVE DISCRIPTION REGARDING
EMPLOYEES STRENGTH,WEAKNESS,PAST PERFORMANCE
AND SUGGESTION FOR IMPROVEMENT.
 THIS IS RANKING TECHNIQUE,WHERE A RATER ARE
REQUIRED TO ALLOCATE A CERTAIN PERCENTAGE OF
RATE TO CERTAIN CATEGORY.

11.  UNDER THIS METHOD,A PRINTED FORM IS USED TO EVALUATE THE
PERFORMANCE OF AN EMPLOYEE. A VARIETY OF TRAITS MAY BE USED IN
THESE TYPES OF RATING DEVICE,THE MOST COMMON BEING THE
QUALITY AND QUANTITY OF WORK.

12.  WHEN THERE IS A REASON TO SUSPECT RATER BIASNESS RATING
APPEARED TO BE QUIET HIGHER THAN OTHERS,THESE ARE
NUTERALISED WITH THE HELP OF REVIEW PROCESS,WHICH ARE
CONDUCTED BY PERSONNEL OFFICERS.

13.  THE MANAGER PREPARE THE LIST OF STATEMENT OF EVERY EFFECTVE
AND INEFFECTIVE BEHAVIOUR OF EMPLOYEE.

14.  MBO IS ALSO KNOWN AS WORK PLANNING AND REVIEW.
 MBO FOCUSES ON WHAT MUST BE ACCOMPLISHED RATHER THAN HOW
IS TO BE ACCOMPLISHED.
 THE MANAGEMENT SET SPECIFIC MEASURABLE GOAL WITH EACH
EMPLOYEE AND PERIODICALLY DISCUSS THE LATEST PROGRAMME
TOWARD THIS GOAL

15.  BARS IS A COMBINATION OF RANKING AND CRITICAL INCIDENT
MEYHOD OF EMPLOYEE PERFORMANCE EVALUATION.
 PERFORMANCE IS EVALUATED BY ASKING RATER TO RECORD SPECIFIC
OBSERVABLE JOB BEHAVIOUR OF AN EMPLOYEE AND THEN COMPARE
THESE OBSEVATION WITH A BARS.
 IT FOCUS ON JOB BEHAVIOUR WHETHER IT IS MORE EFFECTIVE OR LESS
EFFECTIVE.

16.  THIS METHOD COLLECTS PERFORMANCE INFORMATION FROM
MULTIPLE PARTIES INCLUDING SUB-ORDINATE,SUPERVISOR, CUSTOMER
AND CLIENTS.
 IT IS ALSO USED TO DESIGN PROMOTION AND REWARD SYSTEM.

17.  IT IS USED FOR EVALUATING EXECUTIVE/SUPERVISORY POTENTIAL.
 AN ASSESSMENT CENTER IS A CENTRAL LOACATION WHERE MANAGER
COMES TOGETHER TO PARTICIPATE IN WELL DESIGNED SIMULATED
EXERCISE,THEN THEY ARE ASSESS BY A SENIOR MANAGER SUPPLIMENT
BY PHYCOLOGIST AND HR SPECIALIST.

18.  HUMAN RESOURCE ACCOUNTING TREAT HUMAN RESOURCE AS
AN ASSET NOT AS AN EXPENSE.
 THIS METHOD EVALUATES EMPLOYEE PERFORMANCE FROM THE
MONETARY BENEFITS.
 HRA INCLUDES EXPENDITURE INCURRED ON TRAINING,
COMPENSATION AND DEVELOPING PEOPLE.