The document outlines key aspects of performance appraisal management, emphasizing its definition, objectives, and importance within organizations. Performance appraisals are systematic evaluations that enhance employee performance, align goals, and provide constructive feedback while informing HR decisions. Additionally, the document addresses the advantages, processes, and ethical considerations involved in conducting appraisals, ultimately aiming to support employee development and organizational growth.

1. Human resources slide 1
PERFORMANCE
APPRAISAL
MANAGEMENT
Prof. Sitara Nazir

2. AGENDA
Human resources slide 2
1. DEFINATION
2. OBJECTIVES
3. IMPORTANCE
4. PURPOSES
5. EVOLUTION
6. PRINCIPLES
7. TOOLS
8. PROCESS
9. ADVANTAGES & DISADVANTAGES
10.360 DEGREE APPRISAL

3. Human resources slide 3
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EMPLOYEES ARE
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• Performance appraisal, often referred to as a performance review or
evaluation, is a systematic and structured process used by organizations to
assess and evaluate the job performance of their employees. It involves a
comprehensive review of an employee's work, accomplishments,
strengths, and areas for improvement within a specific timeframe.
• 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 pertaining to his present job and to his
potentialities for a better job.”
• 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 and demotions, as a guide is making lists for
bonus distributions, as a for seniority consideration and for rates of pay, as
an instrument for discovering hidden genius, and as asource of
information that makes conferences with employees helpful.”
DEFINATION

4. Human resources slide 4
STRATEGY HUMAN RESOURCES:
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HUMAN RESOURCES

5. OBJECTIVES OF PERFORMANCE APPRAISAL

8. Human resources slide 5
IMPORTANCE OF PERFORMANCE
APPRAISAL
Performance appraisal plays a crucial role in the workplace, benefiting both employees and the organization as a whole. Here
are several key reasons why performance appraisal is of paramount importance:
1.Enhanced Employee Performance: Regular feedback and evaluations motivate employees to perform at their
best, striving for continuous improvement.
2.Clear Communication: Performance appraisals provide a structured platform for open and transparent
communication between employees and managers.
3.Goal Alignment: They ensure that individual employee goals are aligned with the broader objectives of the
organization, creating a unified sense of purpose.
4.Recognition and Reward: High-performing employees can be appropriately recognized and rewarded for their
contributions, fostering a culture of excellence.
5.Development Opportunities: Performance appraisals identify areas where employees can develop their skills and
talents, supporting their career growth.
6.Data-Driven Decisions: Organizations can make informed HR decisions, such as promotions or training initiatives,
based on performance appraisal data.
7.Employee Engagement: When employees feel heard and valued through performance appraisal discussions, they
tend to be more engaged and committed to their roles.

9. Human resources slide 6
8.Conflict Resolution: Performance appraisals provide a structured means to address conflicts or
performance issues in a fair and objective manner.
9.Legal and Ethical Compliance: Ensuring that appraisals are conducted fairly and consistently
helps organizations comply with legal and ethical standards.
10.Retention and Talent Management: By recognizing and nurturing talent through
performance appraisal, organizations can retain top performers and plan for future talent needs.

10. Human resources slide 7
The Purpose of Performance Appraisal
The primary purpose of performance appraisal is to:
•Evaluate Performance: Assess an employee's job performance to
determine whether it aligns with organizational expectations and goals.
•Provide Feedback: Offer constructive feedback to employees about their
strengths and areas needing improvement.
•Set Goals: Collaboratively set goals and objectives for professional
development and career growth.
•Make HR Decisions: Support human resources decisions such as
promotions, compensation adjustments, and succession planning.
•Motivate and Engage: Encourage employees by recognizing
achievements and promoting a sense of accountability.
•Identify Training Needs: Identify areas where additional training or skill
development is necessary.

11. Human resources slide 8
Human Resources Growth
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Our Team around the world
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12. Human resources slide 9
Meet The Team
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Our Team around the world
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www.example.com
Ian
Hanssen
Flora
Berggren
Allan
Mattsson
Victoria
Lindqvist

13. Human resources slide 10
Thank You
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14. Human resources slide 11
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