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INTRODUCTION :-
Performance appraisal or merit rating is one of
the oldest and most universal practices of
management. The approach resulted in an
appraisal system in which the employee’s merits
like initiative , dependability and personality were
compared with others and ranked or rated . The
trend today is to attempt to measure what man
does rather than what he is . Appraisal can be
made by one or more supervisor or by
subordinates or peers. The can even be a system of
self appraisal in which an employee can evaluate
his own performance and potential .
DEFINITION:-
 Performance appraisal refers to all the
formal procedures used in working
organizations to evaluate the personalities
and contribution of group members.
 It is the systematic examination of an
employee’s strengths and weaknesses in
terms of the jobs.
CRITERIA OF PERFORMANCE
APPRAISAL :-
 SUBJECTIVE CRITERIA
 OBJECTIVE CRITERIA
PURPOSE OF PERFORMANCE APPRAISAL :-
 performance appraisal serves as a feedback to the
employee. By making the employee aware of how
well he is doing or where he stands with his peers
and superiors, it tells him what more he can do to
further improve his present performance and rise in
the hierarchy.
 it provide an important incentive to all the employee
who are by existence of an appraisal system ,
assured of the management ‘s going ahead.
Employee realize that not only are they being
continuously observed , but that they have not been
forgotten also.
 It can be taken as a basis for job change or
promotion. By proving that a nurse can contribute
still more in a higher job, it help in a suitable
promotion or placement .
 It mostly provides a rational basis for wages,
bonuses , payment of piecework etc. Estimates of
the relative contributions of employee help to
determine rewards and privileges.
 It acts as a mean for evaluating the effectiveness
of parameters and tools for the selection and
classification of workers .
PERFORMANCE APPRAISAL SERVE TWO KIND
OF PURPOSE:-
 Judgemental purpose
 Developmental purpose
PRINCIPLES OF PERFORMANCE
EVALUATION :-
ESSENTIALS OFA GOOD AAPPRAISAL
SYSTEM:-
 EASE OF UNDERSTANDING
 SUPPORT OF LINE WORKERS
 SUITABILITY TO THE OPERATIONS AND
STRUCTURE
VALIDITY AND RELIABILITY
 PROVISION OF INCENTIVES
 PERIODICAL EVALUATION
PERFORMANCE APPRAISAL
METHOD :-
PERFORMANCE APPRAISAL TOOL:-
Performance apraisal

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Performance apraisal

  • 1.
  • 2. INTRODUCTION :- Performance appraisal or merit rating is one of the oldest and most universal practices of management. The approach resulted in an appraisal system in which the employee’s merits like initiative , dependability and personality were compared with others and ranked or rated . The trend today is to attempt to measure what man does rather than what he is . Appraisal can be made by one or more supervisor or by subordinates or peers. The can even be a system of self appraisal in which an employee can evaluate his own performance and potential .
  • 3. DEFINITION:-  Performance appraisal refers to all the formal procedures used in working organizations to evaluate the personalities and contribution of group members.  It is the systematic examination of an employee’s strengths and weaknesses in terms of the jobs.
  • 4. CRITERIA OF PERFORMANCE APPRAISAL :-  SUBJECTIVE CRITERIA  OBJECTIVE CRITERIA
  • 5. PURPOSE OF PERFORMANCE APPRAISAL :-  performance appraisal serves as a feedback to the employee. By making the employee aware of how well he is doing or where he stands with his peers and superiors, it tells him what more he can do to further improve his present performance and rise in the hierarchy.  it provide an important incentive to all the employee who are by existence of an appraisal system , assured of the management ‘s going ahead. Employee realize that not only are they being continuously observed , but that they have not been forgotten also.
  • 6.  It can be taken as a basis for job change or promotion. By proving that a nurse can contribute still more in a higher job, it help in a suitable promotion or placement .  It mostly provides a rational basis for wages, bonuses , payment of piecework etc. Estimates of the relative contributions of employee help to determine rewards and privileges.  It acts as a mean for evaluating the effectiveness of parameters and tools for the selection and classification of workers . PERFORMANCE APPRAISAL SERVE TWO KIND OF PURPOSE:-  Judgemental purpose  Developmental purpose
  • 8. ESSENTIALS OFA GOOD AAPPRAISAL SYSTEM:-  EASE OF UNDERSTANDING  SUPPORT OF LINE WORKERS  SUITABILITY TO THE OPERATIONS AND STRUCTURE VALIDITY AND RELIABILITY  PROVISION OF INCENTIVES  PERIODICAL EVALUATION