Performance appraisals are used to evaluate employee performance and link to other HR functions. There are various methods of appraisal like critical incident reports, rating scales, and management by objectives. Appraisals are used to identify training needs, determine compensation, make promotion and dismissal decisions, and ensure recruitment and selection processes are effective. They enhance communication between managers and employees and support employee development.

1. Performance
Appraisal

2. A) Performance appraisal definition
B) Methods of performance appraisal
C) Link between Appraisal & the other HR
functions
Eng Ashraf El-Tanany
Dr Haytham El Marghany
Dr Khaled Touny
Agenda

3. performance management
is the process of identifying, measuring, managing, and
developing the performance
of the human resources in an organization.
Performance appraisal
On the other hand, is the ongoing process of identifying,
observing, measuring,
and developing human performance in organization
so
appraisal is just one piece of performance management.
Performance appraisal definition

4. responsibilities
Managers at all levels are responsible for
1- obtaining the skills required to implement the department's
performance
2- preparing l results-oriented objectives for each employee as well as
performance standards for each duty or expected result
3-coaching employees on an ongoing basis by focusing on problem solving
and employee development
4-providing employees with an annual performance review based on
established
5-involving employees in planning and assessing their performance
6-problem-solving with employees who require corrective action to
achieve wholly

5. What is an employee's responsibility
regarding performance?
Employees are responsible for:
-performing work to standard to achieve the desired
results
-asking for help in solving problems when necessary
and informing the manager of
-barriers to achieving desired results and standards
participating in performance planning and preparing
for performance discussions
-signing the annual review document and freely
entering or attaching comments
Development plan-completing any training and

6. 1-Enhances dialogue and understanding
2- skill level and performance of each employee
development of employees
3-Supports continuous quality improvement
4-Recognizes a job well done
improvement
5- Identifies areas for training and
6-to strengthen working relationships between
supervisor and employee
7-to clarify job duties and responsibilities;
8-to establish mutually understood standards for
measuring performance and
9-to aid in promotion, retention and salary decisions.
OBJECTIVE

7. Methods of performance appraisal
• Performance appraisal methods include 11 methods as follows:
1) Critical incident method
in this method the manager writes down positive and negative
performance behavior of employees throughout the performance
period
2) Weighted checklist
This method describe a performance appraisal method where rater
familiar with the jobs being evaluated prepared a large list of
descriptive statements about effective and ineffective behavior on jobs
3) Paired comparison analysis
Paired comparison analysis is a good way of weighing up the relative
importance of options.
A range of plausible options is listed. Each option is compared against
each of the other options. The results are tallied and the option with
the highest score is the preferred option.

8. 4) Graphic rating scales
The Rating Scale is a form on which the manager simply checks off the
employee’s level of performance.
This is the oldest and most widely method used for performance
appraisal.
5) Essay Evaluation
This method asked managers / supervisors to describe strengths and
weaknesses of an employee’s behavior. Essay evaluation is a non-
quantitative technique
This method usually use with the graphic rating scale method.
6) Behaviorally anchored rating scales
This method used to describe a performance rating that focused on
specific behaviors or sets as indicators of effective or ineffective
performance.
It is a combination of the rating scale and critical incident techniques of
employee performance evaluation.
7) Performance ranking method
Ranking is a performance appraisal method that is used to evaluate
employee performance from best to worst.
Manager will compare an employee to another employee, rather than
comparing each one to a standard measurement .

9. 8) Management By Objectives (MBO)
MBO is a process in which managers / employees set objectives for the
employee, periodically evaluate the performance, and reward
according to the result.
MBO focuses attention on what must be accomplished (goals) rather
than how it is to be accomplished (methods)
9) 360 degree performance appraisal
360 Degree Feedback is a system or process in which employees
receive confidential, anonymous feedback from the people who work
around them.
10)Forced ranking (forced distribution)
Forced ranking is a method of performance appraisal to rank employee
but in order of forced distribution.
For example, the distribution requested with 10 or 20 percent in the
top category, 70 or 80 percent in the middle, and 10 percent in the
bottom.
11)Behavioral Observation Scales
Behavioral Observation Scales is frequency rating of critical incidents
that worker has performed

10. The link between performance appraisal and other human
resources management functions
1)Appraisal and Human resources planning
Appraisal has an administrative purposes that consider the
use of performance data as a basis for personnel decision
making, including human resources planning, for example
compiling skills inventories, obtaining information regarding
positions to be created, and developing succession plans.
2)Performance appraisal and recruitment, selection, and
placement
The effectiveness of these functions can be partially be
measured by comparing employees’ performance appraisals
with their test scores as job applicants.
For example, management may find that applicants who
scored about the same on selection tests show a significant
difference in performance after one year on the job, thus the
test may not accurately predict behavior.
Thus performance appraisal carried out on new.

11. 3)Appraisal and remuneration
If the decision is made to use a merit pay system which is
based on performance appraisal results, then it follows that
appraisal must be done and done very well even if
performance appraisal results are not used for merit pay
purposes.
4)Appraisal and training and development
Employee performance appraisals are especially appropriate
for identifying individual training and educational needs,
because an
appraisal is intended to determine how well an individual
is performing his or her job.
Deficiencies stemming from the lack of individual knowledge
or skill are used to identify traditional training needs
Proficiencies are traditionally used to plan employee
educational activities leading to promotion or other future
career moves for individuals

12. 5)Appraisal and promotion
Performance evaluation can be used to increase and to promote an
individual as well as to improve employee performance
and also improve employee motivation.
Thus when conducting performance appraisal for promotion purposes
subjectivity (leniency, halo error, central tendency) should be avoided
so that any outcome of the appraisals will be perceived as fair by all
employees who will be expecting promotion.
6)Appraisal and dismissals
The appraisal can establish that there is a serious performance
gap between the desired and current performance.
Corrective measures to make up for the performance gap should be
instituted and this may include some form of training (on or off-the-
job).
lf performance has failed to match the required job performances,
another job less challenging should be given to the employee
after which failure to execute may call for the dismissal of an employee