The document discusses performance appraisals, including their objectives, advantages, disadvantages, criteria used, and interviews with two managers who believe appraisals can be motivational if done properly but are subjective and time-consuming. Managers evaluate employees based on criteria like job performance, initiative, and teamwork, while students are evaluated on academics, attendance, and communication skills. Overall, performance appraisals are an important tool to assess employee effectiveness but only work well if part of an effective performance management system.

1. PERFORMANCE APPRAISAL
UNDER THE PRESENTED
GUIDANCE BY:
OF: APOORVA SAINI
DR. NAMRATA ASHIMA GARG
SANDHU MANIRAT KAUR

2. TOPIC
 Interview two managers. Ask them what
criteria have used for their performance
appraisal. Are their criteria verifiable? Do these
managers think that the performance
evaluation measures their performance in a
fair manner?

3. PERFORMANCE
APPRAISAL
 A performance appraisal is an
evaluation done on an employee’s
job performance over a specific
period of time.
 Step where the management
finds out how effective it has been
at hiring and placing employees.

4. OBJECTIVES
EMPLOYEE ORGANIZATION
 Concrete & tangible  Measuring the
particulars about efficiency.
their work.
 Assessment of  Maintaining the
performance. organizational
 Reduce the control.
grievances of the  Manpower
employees. information.
 Diagnose the training
& development
 Improve efficiency &
needs of the future. effectiveness .

5. ADVANTAGES
 Provide a record of performance over a period
of time.
 Provide an opportunity for a manager to meet
& discuss performance .
 Provide the employee with feedback about
their performance.
 Provide an opportunity for an employee to
discuss issues & to clarify expectations.
 Can be motivational with the support of a good
reward and compensation.

6. DISADVANTAGES
 Negative experience.
 Time consuming
 Overwhelming to managers with many
employees.
 Based on human assessment & are subject to
rater errors and biases.
 Can be a waste of time if not done
appropriately.
 Create a very stressful environment for
everyone involved.

7. PROCESS

8. TECHNIQUES
INDIVIDUAL EVALUATION METHODS:
 Confidential report
 Essay evaluation
 Critical incident
 Check list
 Graphic rating scale
 Behaviorally anchored rating scale
 Forced choice
 MBO

9. CONTD…
MULTIPLE PERSON EVALUATION
METHODS:
 Ranking
 Paired comparison
 Forced distribution

10. INTERVIEW-1
Brig. (Dr.) R.S. Grewal
Vice Chancellor, Chitkara
University
VIDEO1
VIDEO2

11. ANALYSIS
 VIEW:
Tool to measure the output
Decides the future
 MOTIVATION : yes
More efforts
Job security

12.  CRITERIA:
Job description
Performance upto expectations
Team work
Initiative
Aptitude
Loyalty
Sincerity

13.  Verifiable : yes
 Technique
Self appraisal
Reviewing officer
 Subjective or objective: mix
 Judging or self appraisal
Initiating or reviewing officer
 Period : continuous

14. INTERVIEW-2
DR. C.M. BHAN
( DIRECTOR, HOSPITALTY )
 VIDEO

15. ANALYSIS
FACULTY/STAFF STUDENTS
 Educational  Academics
qualification  Appearance
 Training  Punctuality
 Exposure  Attendance
 Communication skills
 Worked in
consultancy  Attitude
 Reliability
 Involvement in
 Responsible towards
institutional activities work
 Further qualification  Quality of work

16. WEIGHTAGE:
 Level of knowledge
 Awareness
CRITERIA:
 Ratings by faculty
 Appraising
 Supporting

17. REVIEWS:
 Faculty-annually
 Student-continuous
VERIFIABLE?:- YES
 Student of the month
 Student of the year

18. FORMS

22. CONCLUSION
 In conclusion, performance appraisals are
important. Do them effectively and it will
maximize their value.
 Performance appraisals are only as good as
the performance management system it
operates within.
 An advantage for accomplishing goals and
ultimately the strategic plan.