Downloaded 19 times
More Related Content
Similar to Performance apraisal
Performance apraisal
- 3. OVERVIEW Introduction to HRM Definition of HRM Introduction to P.A. Definition of P.A. Objectives Process Contents of P.A. Methods Uses of P.A.
- 5. INTRODUCTION TO HRM “Human Resource Management is a process of bringing people and organizations together so that goals of each are met.”
- 6. DEFINITION OF HRM “It is the development of people and not directing the things we build men and women, in turn, they build the products required by us”. -------- A.R. Appeley
- 8. PERFORMANCE APPRAISAL Performance Appraisal (PA) refers to all those procedures that are used to evaluate the personality performance potential of its group members
- 9. DEFINITION OF PA FLIPPO: “Performance Appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job."
- 10. OBJECTIVES OF PERFORMANCEAPPRAISAL Identify those employees who deserve promotion PA is used for career planning If employees understand their roles well, they are likely to be more effective on the job Provide a basis for promotion/ transfer/ termination
- 11. OBJECTIVES OF PERFORMANCEAPPRAISAL Enhance employees’ effectiveness by helping to identify their strengths and weaknesses and Inform them about expected levels of performance Develop inter-personal relationships
- 12. PROCESS OF PERFORMANCEAPPRAISAL Establish Performance Standards Communicate the Standards Measure Actual Performance Taking Corrective Action Compare Actual performance with Standards and Discuss the Appraisal
- 13. CONTENTS OF PA Regularity of Attendance Integrity Area of interest Area of suitability Judgement skills Capability for assuming responsibility Level of acceptance by subordinates Honesty and sincerity Knowledge of systems & procedures
- 14. CONTENTS OF PA Initiative Technical skills Leadership qualities Ability to grasp new things Creative skills Originality and resourcefulness Self expression: written or oral Ability to work with others Quality of suggestions offered for improvement
- 15. BENEFITS OF PA( FOR APPRAISEE ) Clear understanding of his strengths and weaknesses Increased motivation, job satisfaction, and self-esteem Opportunity to discuss work problems and how they can be overcome Improved working relationships with supervisors
- 16. BENEFITS OF PA(FOR THE MANAGEMENT ) Identification of performers and non-performers and their development towards better performance Opportunity to prepare employees for assuming higher responsibilities Identification of training and development needs Generation of ideas for improvements Opportunity to improve communication b/w the employees and management
- 17. BENEFITS OF PA(FOR THE ORGANIZATION ) Improved performance throughout the organization Creation of a culture of continuous improvement and success Conveying the message that people are valued
- 19. - INDIVIDUAL EVALUATIONMETHODS
- 20. ESSAY EVALUATION Therater is asked to express the strong as well as weak points of employee’s behavior The rater considers the employee’s : Job knowledge and potential Understanding of company’s programs, policies, objectives etc Relation with co-workers and supervisors Planning, organizing and controlling ability
- 21. CHECKLIST A checklistis a set of objectives or descriptive statements about the employee and his behavior.. Example: Is the employee really interested in the task assigned? Yes / No
- 22. GRAPHIC RATING SCALE A form is used to evaluate the performance of the employees A variety of traits may be used in this device, the most common being quality and quantity of work Easy to understand and use. Permits statistical tabulation of scores of employees
- 23. - MULTIPLE PERSONEVALUATION METHODS
- 24. MULTIPLE PERSON EVALUATIONMETHODS Ranking method: The evaluator rates the employee from highest to lowest on some overall criteria Paired comparison method: Each worker is compared with all other employees in a group This method is not applicable when the group is large
- 25. OTHER METHODS Field Assessment Review Centre Technique Group HRA Appraisal
- 26. 360O APPRAISAL SYSTEM A systematic collection and feedback of performance data on an individual or group. Data is gathered and feed back to the individual participant.
- 27. APPRAISAL INTERVIEW ANDFEEDBACK - LET THE EMPLOYEE KNOW WHERE HE STANDS To help employees do a better job by clarifying what is expected of them To plan opportunities for development and growth To strengthen the superior-subordinate working relationship To provide an opportunity for employees to express themselves on performance related issues
- 28. PARTICIPANTS Superiors Peers Direct Reports Customers Self
- 29. USES OF PERFORMANCEAPPRAISAL • Performance Improvement. • Compensation Adjustments. • Placement decisions. • Training and development needs. • Career planning and development. • Deficiencies in staffing process.