This document presents information on performance appraisal systems. It defines performance appraisal as the systematic evaluation of employee performance to understand abilities for growth and development. The purpose is to empower employees, build relationships, and recognize performance through flexibility and optimal recognition. Performance is generally appraised by measuring employee performance against targets and analyzing performance factors. Objectives include measuring efficiency, maintaining organizational control, employee development, and increasing work satisfaction. Both traditional and modern methods of performance appraisal are described.

1. A Presentation on
Performance Appraisal system
in the Cyprus Civil Service
Presented By-
Mithisar Basumatary
NIT SILCHAR

3. 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’’.
Definitions

4. What is Performance Appraisal ?
Performance Appraisal is the systematic evaluation of the
performance of employees and to understand the abilities of a
person for further growth and development.

5. Purpose
Empowerment
Relationship
Flexibility
Optimal
Performance
Recognitionand
Rewards
Morale

6. Performance appraisal is generally done in systematic ways which are
as follows:
• The supervisors measure the pay of employees and compare it with
targets and plans.
• The supervisor analyses the factors behind work performances of
employees.
• The employers are in position to guide the employees for a better
performance.

7. Objectives of Performance Appraisal
Employee Organization
 measuring the efficiency
 maintaining
organizational control.
 concrete and tangible
particulars about their work
 assessment of performance
Aims at:
 mutual goals of the employees
& the organization.
 growth & development
 increase harmony & enhance
effectiveness
 Personal development
 work satisfaction
 involvement in the
organization.
According to:

10. • If not done right, they can create a NEGATIVE EXPERIENCE.
• Performance appraisals are very time consuming and can be
overwhelming to managers with many employees.
• They are based on human assessment and are subject to rater
errors and biases.
• They can create a very stressful environment for everyone
involved.
Disadvantages of Performance Appraisal

11. Methods of Performance Appraisal
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. Management by Objectives
(MBO)
2. Behaviorally Anchored
Rating scales(BARS)
3. Assessment Centers
4. 360 – Degree Appraisal
5. Cost Accounting Method
6. Human Asset Accounting
Traditional Methods Modern Methods