Performance appraisal is the process of evaluating an employee's job performance and using that information to provide feedback and improve performance. There are traditional methods like graphic rating scales, forced choice, and critical incidents as well as modern methods like assessment centers, management by objectives, and 360 degree feedback. Performance appraisal has advantages like improving employee performance but also disadvantages like potential bias and issues with design and implementation.
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Performance Evaluation PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more.
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In this file, you can ref useful information about performance appraisal parameters such as performance appraisal parameters methods, performance appraisal parameters tips, performance appraisal parameters forms, performance appraisal parameters phrases … If you need more assistant for performance appraisal parameters, please leave your comment at the end of file.
Performance Evaluation PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more.
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Performance Evaluation (Comprehensive) PowerPoint Presentation
168 slides with Participant Handout
Performance evaluation is a necessary and beneficial process, which provides annual feedback to employees about their job effectiveness and career guidance.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of performance evaluation
• Etymology – performance (3 points)
• Etymology – evaluation (2 points)
• Performance goals (4 points)
• Goal-setting questions and rising to the challenge (16 points)
• Why appraisals are valuable (24 points)
• Common employee complaints and ground rules
• Performance interviews (14 points)
• Elements of a personal performance contract
• Benefits of personal performance contracts (6 points)
• Developing a personal performance contract (6 points)
• Steps for developing plans (35 points)
• Work plan chart (4 steps)
• Development plan chart (4 steps)
• Pitfalls to avoid (6 points)
• Constraints (15 points)
• Rating biases (11 points)
• Preparing for the appraisal (7 points)
• Feedback (3 points)
• Discipline (6 slides)
• Common job-quality complaints (10 points)
• When to terminate (6 points)
• Beginning the discussion (8 points)
• Questions that facilitate discussion (11 points)
• Closing discussions (4 points)
• Conducting role plays (6 points)
• Why appraisals are difficult for managers and employees (6 points)
• Legally defensible do's and don'ts regarding feedback (23 points)
• Common mistakes for handing poor performers (18 points)
• Rewards (6 points)
• Actions steps (16 points).
Best of all, our PowerPoint Presentations are Royalty-Free, so you may Use Them Over and Over Again. You may edit, add, delete and tailor these presentations to your specific audience and style.
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Performance Review Process PowerPoint Presentation SlidesSlideTeam
Increase your performance graph in the market using this Performance Review Process PowerPoint Presentation Slides. This performance improvement plan professionally designed editable PPT deck contains twenty-two slides. You can maintain your business growth with the help of some key points which are mentioned in this performance improvement plan PowerPoint slide. The performance evaluation PPT includes various features such as employee assessments, promotion, appraisal, cost accounting, confidential records, etc. which are helpful in maintaining the reputation of the business. Use data-driven charts, graphs, diagrams, and professionally designed slides to improve your performance plan in minutes. The performance coaching presentation template helps you to review the productivity and profitability of your organization. This performance analysis PPT slideshow includes ready to use PowerPoint templates on systematic observations like decision making, visual feedback, data analysis, net fixed asset turnover, income statement, dividend per share, and profit after tax. Download this performance management presentation deck and accomplish your target in an effective manner.
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
In this file, you can ref useful information about pros and cons of performance appraisal such as pros and cons of performance appraisal methods, pros and cons of performance appraisal tips, pros and cons of performance appraisal forms, pros and cons of performance appraisal phrases … If you need more assistant for pros and cons of performance appraisal, please leave your comment at the end of file.
Straight ranking method of performance appraisalcoxdennis362
In this file, you can ref useful information about straight ranking method of performance appraisal such as straight ranking method of performance appraisal methods
Performance Evaluation (Comprehensive) PowerPoint Presentation
168 slides with Participant Handout
Performance evaluation is a necessary and beneficial process, which provides annual feedback to employees about their job effectiveness and career guidance.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of performance evaluation
• Etymology – performance (3 points)
• Etymology – evaluation (2 points)
• Performance goals (4 points)
• Goal-setting questions and rising to the challenge (16 points)
• Why appraisals are valuable (24 points)
• Common employee complaints and ground rules
• Performance interviews (14 points)
• Elements of a personal performance contract
• Benefits of personal performance contracts (6 points)
• Developing a personal performance contract (6 points)
• Steps for developing plans (35 points)
• Work plan chart (4 steps)
• Development plan chart (4 steps)
• Pitfalls to avoid (6 points)
• Constraints (15 points)
• Rating biases (11 points)
• Preparing for the appraisal (7 points)
• Feedback (3 points)
• Discipline (6 slides)
• Common job-quality complaints (10 points)
• When to terminate (6 points)
• Beginning the discussion (8 points)
• Questions that facilitate discussion (11 points)
• Closing discussions (4 points)
• Conducting role plays (6 points)
• Why appraisals are difficult for managers and employees (6 points)
• Legally defensible do's and don'ts regarding feedback (23 points)
• Common mistakes for handing poor performers (18 points)
• Rewards (6 points)
• Actions steps (16 points).
Best of all, our PowerPoint Presentations are Royalty-Free, so you may Use Them Over and Over Again. You may edit, add, delete and tailor these presentations to your specific audience and style.
In this file, you can ref useful information about performance appraisal tips such as performance appraisal tips methods, performance appraisal tips tips, performance appraisal tips forms, performance appraisal tips phrases … If you need more assistant for performance appraisal tips, please leave your comment at the end of file.
Performance Review Process PowerPoint Presentation SlidesSlideTeam
Increase your performance graph in the market using this Performance Review Process PowerPoint Presentation Slides. This performance improvement plan professionally designed editable PPT deck contains twenty-two slides. You can maintain your business growth with the help of some key points which are mentioned in this performance improvement plan PowerPoint slide. The performance evaluation PPT includes various features such as employee assessments, promotion, appraisal, cost accounting, confidential records, etc. which are helpful in maintaining the reputation of the business. Use data-driven charts, graphs, diagrams, and professionally designed slides to improve your performance plan in minutes. The performance coaching presentation template helps you to review the productivity and profitability of your organization. This performance analysis PPT slideshow includes ready to use PowerPoint templates on systematic observations like decision making, visual feedback, data analysis, net fixed asset turnover, income statement, dividend per share, and profit after tax. Download this performance management presentation deck and accomplish your target in an effective manner.
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
Performance Appraisal Objectives and MethodsJoy Saldana
Simple explanation on the concepts of performance appraisal, traditional and modern methods of appraising performance as while as performance-based management.
Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
3. definitions
According to Newstrom, “It is the process of evaluating
the performance of employees, sharing that
information with them and searching for ways to
improve their performance’’.
4. meaning
Performance appraisal is the step where the
management finds out how effective it has been at
hiring and placing employees .
A “Performance appraisal” is a process of
evaluating an employee’s performance of a job in terms
of its requirements.
5.
6. objectives of Performance aPPraisal
Employee Organization
measuring the efficiency
maintaining organizational
control.
concrete and tangible
particulars about their work
assessment of
performance
mutual goals of the
employees & the organization.
growth & development
increase harmony & enhance
effectiveness
Personal development
work satisfaction
involvement in the
organization.
According to:
Aims at:
8. 1. Paired comparison
2. Graphic Rating scales
3. Forced choice Description
method
4. Forced Distribution Method
5. Checks lists
6. Free essay method
7. Critical Incidents
8. Group Appraisal
9. Field Review Method
10.Confidential Report
11.Ranking
1. Assessment Center
2. Appraisal by Results or
Management by
Objectives
3. Human Asset
Accounting
4. Behaviorally Anchored
Rating scales
Traditional Methods Modern Methods
Methods of PerforMance
aPPraisal
9. As compared to A B CAs compared to A B C
A + - +
B - + -
C + - +
For the Trait “Quality of
work”
A - + +
B + - +
C + + -
As compared to A B CAs compared to A B C
For the Trait “Creativity”
+
+
++
+
+
+
+ +
-
-
-
--
- -
- -
Person rated Person rated
ranking eMPloyees by Paired coMParison
Method
10. graPhic or linear rating
scales
attitude
No interest
In work:
consistent
complainer
No interest
In work:
consistent
complainer
Careless:
In-different
Instructions
Careless:
In-different
Instructions
Interested in
work:
Accepts
opinions &
advice of
others
Interested in
work:
Accepts
opinions &
advice of
others
Enthusiastic
about job &
fellow-
workers
Enthusiastic
about job &
fellow-
workers
Enthusiastic
opinions &
advice
sought by
others
Enthusiastic
opinions &
advice
sought by
others
decisivene
ss
Take decisions
in
consultation
with others
whose views
he values
Take decisions
in
consultation
with others
whose views
he values
Slow to
take
decisions
Slow to
take
decisions
Take
decisions
after careful
consideration
Take
decisions
after careful
consideration
Takes
decisions
promptly
Takes
decisions
promptly
Take
decisions
without
consultation
Take
decisions
without
consultation
0 5 10 15 20
0 5 10 15 20
11. Criteria Rating
1.Regularity on the job Most Least
forced choice
Method
•Always regular
•Inform in advance for delay
•Never regular
•Remain absent
•Neither regular nor irregular
12. No.
of
employees 10% 20% 40% 20% 10%
poor Below
average
average good Excellent
Force distribution curve
forced distribution
Method
13. Staff Appraisal
Name . . . . . . . Job Title . . . . . . .
Department . . . . . . . . . . . . Date of Review . . . . . . .
Age . . . . . .. . Years in present job
Section I Appraisal Of Performance
Note to Appraiser
1.Appraisal must cover the period of the preceding 12 months
2.Consideration to every function & responsibility of the job
3.An objective factual assessment of an employee’s improvement or
deterioration
Section II Promotability & Potential
Promotability
1.Promotion now
2.Within 2 years
3.Within 5 years
4.Unlikely to qualify for promotion
Section III Career Development
Section IV Notes on Interview with employee
Section V Comments on & Endorsement by Reviewing Authority
sPeciMen of staff assessMent forM [descriPtive
essay tyPe]
14. Ex: A fire, sudden breakdown, accident
Workers Reaction scale
A Informed the supervisor immediately 5
B Become anxious on loss of output 4
C Tried to repair the machine 3
D Complained for poor maintenance 2
E Was happy to forced test 1
critical incident Method
15. Performance subordinate peers superior customer
Dimension
Leadership ^ ^
Communication ^ ^
Interpersonal skills ^ ^
Decision making ^ ^ ^
Technical skills ^ ^ ^
Motivation ^ ^ ^
Field review method
18. Performance Points Behavior
Extremely
good
7 Can expect trainee to make valuable suggestions
for increased sales and to have positive
relationships with customers all over the
country.
Good 6 Can expect to initiate creative ideas for improved
sales.
Above average 5 Can expect to keep in touch with the customers
throughout the year.
Average 4 Can manage, with difficulty, to deliver the goods
in time.
Below average 3 Can expect to unload the trucks when asked by
the supervisor.
Poor 2 Can expect to inform only a part of the
customers.
Extremely poor 1 Can expect to take extended coffee breaks &
roam around purposelessly.
Behavioral anchored ratinG scales
20. These companies are using 360 Degree
Performance Appraisal Method
examples oF 360 deGree perFormance
appraisal method
Wipro
Infosys
Reliance Industries
Maruti Udyog
HCL Technologies
Wyeth Consumer
Health (WCH)
21. issues in appraisal system
appraisal
desiGn
Formal and informal
Whose performance?
Who are the raters?
What problems?
How to solve?
What to evaluate?
When to evaluate?
What methods?