Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
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Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Employee Retention: Key Ways to Retain Your Top TalentKaufman Global
Employee retention is about compelling great people to stick around. This can be hard to achieve and sustain, because it isn’t just the money – it requires good data, a plan and mild effort. Learn how having a solid retention strategy can help you succeed against the headwinds of: post-merger integrations, skilled labor shortages, and changing technologies when you put the engagement of your people first.
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
PERFORMANCE APPRAISAL
INTRODUCTION
A continual and troublesome question facing nurse managers today is why some employees perform better than others. Making decisions about who performs what tasks in a particular manner without first considering individual behaviour can lead to irreversible long term problems. Each employee is different in many respects. A manager needs to ask how such differences influence the behaviour and performance of the job requirements. Ideally, the manager performs this assessment when the new employee is hired. In reality, however, many employees are placed in positions without the managers having adequate knowledge of their abilities and / or interests. This often results in problems with employee performance, as well as conflict between employees and managers.
MEANING
• Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior.
• Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance.
• Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands. Often the term is confused with effort, but performance is always measured in terms of results and not efforts.
• The performance appraisal process includes day-to-day manager-employee interactions (coaching, counselling, dealing with policy/procedure violations, and disciplining); written documentation (making notes about an employee's behaviour, completing the performance appraisal form); the formal appraisal interview; and follow-up sessions that may involve coaching and/or discipline when needed.
DEFINITION
According to Edwin b flippo, ―Performance appraisal is a systematic, periodic and so far as humanly possible, an impartial rating of an employee’s excellence in matters excellence in matters pertaining to his present job and to his potentialities for a better job.
The performance of an employee is compared with the job standards. The job standards are already fixed by the management for an effective appraisal.
According to scott, clothier and spriegal, ―performance appraisal is a record of progress for apprentices and regular employees, as a guide in making promotions, transfer or demotions, as a guide in making lists for bonus distribution, for seniority consideration and for rates of pay, as an instrument for discovering hidden genius, and as a source of information that makes conferences with employees helpful‖.
OBJECTIVES OF APPRAISAL
1. To determine the effectiveness of employees on their present jobs so as to decide their benefits.
2. To identify the shortcomings of employees so as to overcome them through systematic guidance and training.
3. To find out their potential for promotion and advancement.
PURPOSES AND BENEFITS
Performance appraisal can serve many purposes a
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2. DEFINITION
According to Edwin
“Performance appraisal is
B Flippo,
a systematic,
periodic and so far as humanly possible, an
impartial rating of an employee’s excellence in
matters pertaining to his present job and to his
potentialities for a better job.”
3. ACCORDING TO SCOTT, CLOTHIER AND
SPRIEGAL,
“Performance appraisal is a
record of progress for apprentices and
regular employees, as a guide in making
promotions, transfer or demotions, as a
guide in making lists for bonus distribution,
for seniority consideration and for rates of
pay, as an instrument for discovering hidden
genius, and as a source of information that
makes conferences with employees
helpful”.
4. OBJECTIVES OF PERFORMANCE
APPRAISAL
• To determine the effectiveness of employees
on their present jobs so as to decide their
benefits.
• To identify the shortcomings of employees so
as to overcome them through systematic
guidance and training.
• To find out their potential for promotion and
advancement.
5. PURPOSES OF PERFORMANCE
APPRAISAL
Performance appraisal helps the management
to take decision about the salary increase of
an employee.
The continuous evaluation of an employee helps in improving the quality of an
employee in job performance.
The Performance appraisal brings out the facilities available to an employee,
when the management is prepared to provide adequate facilities for effective
performance.
6. It minimizes the communication gap between the employer
and employee.
Promotion is given to an employee on the basis of
performance appraisal.
The training needs of an employee can be identified through
performance appraisal.
7. The decision for discharging an employee.
Performance appraisal is used to transfer a person.
The grievances of an employee are eliminated through
performance appraisal.
The job satisfaction of an employee increases morale.
8. CONCEPT OF PERFORMANCE
APPRAISAL
Appraisal should be in writing and
carried at least once a year.
The performance appraisal information
should be shared with the employee.
Employee should have the opportunity
to respond in writing to the appraisal.
9. Employees should have a
mechanism to appeal the
results of the performance
appraisal.
Manager should have
adequate opportunity to
observe the employees
Anecdotal notes on the
employee‘s performance
should be kept during the
entire evaluation period.
10. Evaluator should be
trained to carry out
the performance
appraisal
PROCESS
Performance appraisal
should focus on employee
behaviour and results
rather than on personal
traits or characteristics.
11. PRINCIPLES OF PERFORMANCE
APPRAISAL
Single employee is rated by two raters.
Continuous and personal observation of an
employee is essential to make effective
performance appraisal.
The rating should be done by an immediate
superior of any subordinate in an
organization.
A separate department may be created for
effective performance appraisal.
12. The rating is conveyed to the concerned
employee.
The plus points of an employee should be
recognised. At the same time, the minus points
should not be highlighted too much.
The management should create confidence in the
minds of employees.
The standard for each job should be determined
by the management.
Separate printed forms should be used for
performance appraisal to each job according to
the nature of the job.