Presented by - Tripti Dubey MSW IV semester Department of social work Institute of Social Sciences Dr Bhimrao Ambedkar University, Agra

1. Performance appraisal
DEPARTMENT OF SOCIAL WORK
INSTIUTE OF SOCIAL SCIENCES
DR. BHIMRAO AMBEDKAR UNIVERSITY, AGRA
PRESENTED BY: TRIPTI DUBEY
MSW (IV), Roll no.38
Session 2020-22

2. CONTENTS
 Introduction of Performance Appraisal
 Definition of Performance Appraisal
 Characteristics of Performance Appraisal
 Objectives of Performance Appraisal
 Methods of Performance Appraisal
 Stages of Performance Appraisal
 Advantages of Performance Appraisal
 Disadvantages of Performance Appraisal
 Conclusion

3. INTRODUCTION
 Performance Appraisal refers to the methods and procedures used by the
organizations to assess the level of performance of their employees.
 This process includes measuring the performance and give them feedback regarding the
level and quality of their performance.
 This is a systematic appraisal of the employee’s personality traits and performance on
the job and is designed to determine his contribution and relative worth to the
organization.

4. • “Performance Appraisal is the systematic, periodic and an
impartial rating of an employee’s excellence in matter pertaining
to his present job and his potential for the present job.”
Eward Flippo
• “Performance Appraisal includes all formal procedures used
to evaluate personalities, contributions, and potentials of the
group members in the organization. It is a continuous process
to serve information necessary for making correct and
objective decisions on employees.”
Dale Yoder
DEFINITIONS

5. 3.
.
CHARACTERISTICS OF EFFECTIVE
PERFORMANCE APPRAISAL
1.
2.
Systematic process of evaluation of an employee
Analysis of the strengths and weaknesses of an employee.
It enables the employees to improve their performance
It is free from any bias.
It fulfil the desired purpose of promotion, increments, placements,
transfers, etc.
It focus on how the employee is performing presently and how he can
perform effevtively.

6. OBJECTIVES OF PERFORMANCE
APPRAISAL
To provide information for making decisions for rewarding of retrenchment
To guide the job changes with the help of continuous ranking
To contribute to the employees growth and development through training , self and
management development program
To provide timely feedback, facilitate fair and equitable compensation based on
performance
To help the superiors to have proper understanding about their subordinates
To serves as a basis of transfer, termination and placement performance policy

7. Management by
Objective (MBO)
360° Appraisal Method
1.Traditional
methods
METHODS
Rankin
g
Graphic
Scale
Forced
Distributio
n
Critical
Incident
Group
Appraisal
Forced
Choice
Rating
Nomination
Annual
Confidential
Report
2.Modern
methods

8. It is most widely used technique of performance appraisal. In this method, traits such as
quality of work, dependability, attitudes are laid down. The rater places a check mark on a
form next to the word describing the degree of merit for each of the factor.
In this rater compares each employee with other employees in the group. Final ranking is
based on the number of times the employees is judged better than the others. The ranker
must make “n(n-1)/2” judgements where “n” is the number of employees to be ranked.
1.1. GRAPHIC SCALE
1.2. RANKING

9. In this method five-point scale of performance is used. On one end of the scale is the best
job performance, and the other is poor job performance. Fixed percentage of employees is
allocated to best, middle, brackets and worst end of the scale.
This involves keeping a record of good and bad in the employee’s work life with respect to
the period under review. Such good and bad incidents can be examined to rate the fortitude
and practical skills of employees.
1.3.FORCED DISTRIBUTION
1.4. CRITICAL INCIDENT

10. The rater is asked to select one statement out of two or four which in his opinion is most
characteristic of the employee and other which is least, or both. This method is attempt to
devise an objective method of arriving at the same answers.
The appraiser group consist of three or more persons including the immediate supervisor to
gives their opinion collectively. Assistance from others also could be taken to cover aspects
of employee performance and personality.
1.5. FORCED CHOICE RATING
1.6. GROUP APPRAISAL

11. Appraisers are asked to identify exceptionally good and poor performers in the organization.
Both groups are studied about the organizational climate and specific drivers of efficiency.
Academic enquiry about poor performance is also necessary.
The confidential report is written for a year and related to performance, ability and
character of the person, for that specific period. It aim to judge the performance and
efficiency in public services.
1.7. NOMINATION
1.8. ANNUAL CONFIDENTIAL REPORT

12. It is system where in superior and the subordinate managers of an organization jointly
determine their objectives, goals, define each individual’s major area of responsibility in
terms of result oriented and use these majors as a guide for operating the unit and
accessing the contribution of each of its member. This give direction as what is expected
and the standard against which their performance will be measured.
In this method the feedback of employee’s performance comes from all the sources that
come in contact with the employee. These are boss, team member, peers, customers, staff
and self appraisal.
2.1. MANAGEMENT BY OBJECTIVE
2.2. 360° FEEDBACK APPRAISAL

13. STAGES OF PERFORMANCE APPRAISAL
1. • Performance standards are established based on job description and specification.
2. • To inform the standards to all employees including the appraisers.
3. • Instruction is given for appraisal measurement of employee performance.
4. • Finding out the influence of various internal and external factors on performance.
5. • It includes comparing performance with other employee and previous performance.
6. • It consists comparing the actual performance with standards and finding out deviations.
7. • Communicating the reason for positive and negative deviations from present standards.
8. • Suggesting necessary changes in performance for their improvement.
9.
• Follow up the performance appraisal report which includes guiding, counselling and directing the
employee.

14. ADVANTAGES
1. Help the supervisor
to plan out promotion
programs.
2. Help to frame the
training policies for
development.
3. Helps to identify
the ability of the
employees.
4. Motivates the
employee for better
job and to improve
performance.
5. Helps in planning
compensation package.

15. DISADVANTAGES
1. If not done right,
can create a negative
experience.
2. Time consuming
process.
3. Based on human
assessment and
subject to error and
bias.
4. Can create a
stressful environment
for everyone involved.
5. Can be wastage of
time and resources if
not done appropriately.

16. CONCLUSION
 Performance appraisal is an important factor in any organization.
 It is the systematic, periodic and an impartial rating of an employee excellence in
pertaining to his present job and potential for improvement in performance.
 It aimed to contribute the employee growth and development through training, self and
management development program.
 It helps the superiors to have proper understanding about their subordinates. The
appraisers use traditional method for performance appraisal and this will improve
productivity and also the morale of the employees.