Ppt for performance appraisal

1.  Introducing a remedial training program for Rohan could involve several steps:
 Assessment of Training Needs: Evaluate Rohan's specific areas of weakness and the skills he lacks
compared to his peers.
 Develop a Training Plan: Design a customized training program tailored to Rohan's needs, focusing on
improving his performance in the areas where he is lacking.
 Select Training Methods: Choose appropriate training methods such as on-the-job training, workshops,
online courses, or mentoring sessions to address Rohan's deficiencies effectively.
 Implement Training: Schedule regular training sessions and allocate resources for Rohan to participate
in the program. Ensure that he understands the importance of the training and is committed to
improving his performance.
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(B) If you find Rohan has been inadequately trained, how do you go about
introducing a remedial training programme?

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 Monitor Progress: Track Rohan's progress closely during and after the training to assess its
effectiveness. Provide feedback and support to help him overcome any challenges he may encounter.
 Reassess and Adjust: Periodically reassess Rohan's performance to determine if further training or
adjustments to the program are necessary. Keep communication lines open to address any concerns or
questions he may have.
 Reward Improvement: Acknowledge and reward Rohan's efforts and improvements in performance to
motivate him to continue striving for excellence.
 By following these steps, we can introduce a remedial training program for Rohan that addresses his
specific needs and helps him meet the standards set by the company.

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(A) Should you supervise him more closely? Can you do this without
making it obvious to him and his co-workers?
 Yes, We should supervise Rohan more closely to help improve his performance. We can do this
without making it obvious to him and his co-workers by:
 Providing targeted feedback: Offer constructive feedback in private meetings rather than in front of his
co-workers to avoid embarrassment.
 Setting clear expectations: Clearly communicate the standards and expectations for his work, and
regularly check in on his progress to ensure he understands them.
 Offering additional training: Offer remedial training or resources tailored to his specific needs to help
him improve his skills and performance.
 Monitoring progress discreetly: Keep track of his performance without drawing unnecessary attention,
perhaps by reviewing his work more frequently or implementing a tracking system.
 Encouraging open communication: Create a supportive environment where Rohan feels comfortable
discussing his challenges and seeking assistance when needed.
 By supervising Rohan more closely in a discreet manner and providing the necessary support, we can
help him improve his performance without making it obvious to him and his co-workers.

4. (B) Should you discuss the situation with Rohan and how you could help him?
Yes, We should discuss the situation with Rohan and offer assistance. Here's how we could approach it:
 Schedule a private meeting with Rohan to discuss his performance.
 Start the conversation by expressing your concern for his performance and your desire to help him improve.
 Provide specific examples of areas where his performance is lacking, such as the numerous errors and
consistently falling short of targets.
 Offer support and resources to help him improve, such as additional training or mentoring.
 Encourage open communication and ask if there are any specific challenges or obstacles he's facing that may be
impacting his performance.
 Set clear, achievable goals and timelines for improvement, and schedule follow-up meetings to track progress.
 Reiterate your belief in his potential and willingness to support him in reaching his full potential within the
company. 4

5. Thank You…..
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