The document discusses performance management and performance appraisal. It defines performance management as evaluating employee performance based on job requirements. Performance appraisal is defined as the systematic evaluation of an individual's performance and potential. The objectives of performance appraisal include improving employee performance, reviewing performance over time, identifying training needs, and providing feedback. Several methods of performance appraisal are also outlined, including written essays, critical incidents, graphic rating scales, behaviorally anchored rating scales, multi-person comparisons, management by objectives, and 360 degree appraisals.

1. PERFORMANCE MANAGEMENT
R.ArunKumar,AP/Mech,RIT

2. PEFORMANCE MANAGEMENT:
 Performance management is defined as the process of
evaluating employee performance on the job in terms of job
requirements.
R.ArunKumar,AP/Mech,RIT

3. PEFORMANCE APPRAISAL:
 Performance appraisal is the systematic evaluation of the
individual with regard to his or her performance on the job
and his potential for development.
R.ArunKumar,AP/Mech,RIT

4. OBJECTIVE OF PERFORMANCE APPRAISAL:
 To improve employee’s performance.
 To review the performance of the employees over a given
period of time.
 To judge the gap between the actual and desired performance.
R.ArunKumar,AP/Mech,RIT

5. OBJECTIVE OF PERFORMANCE APPRAISAL:
 To help management in exercising organizational control.
 Helps to strengthen the relationship and communication
between superior – subordinates and management – employees.
 To diagnose the strengths and weaknesses of the
individuals so as to identify the training and development needs
of the future.
R.ArunKumar,AP/Mech,RIT

6. OBJECTIVE OF PERFORMANCE APPRAISAL:
 To improve employee’s performance.
 To provide feedback to the employees regarding their past
performance.
 Provide information to assist in the other personal decisions
in the organization.
R.ArunKumar,AP/Mech,RIT

7. OBJECTIVE OF PERFORMANCE APPRAISAL:
 Provide clarity of the expectations and responsibilities of the
functions to be performed by the employees.
 To judge the effectiveness of the other human resource
functions of the organization such as recruitment, selection,
training and development.
 To reduce the grievances of the employees.
R.ArunKumar,AP/Mech,RIT

8. PROCESS OF PERFORMANCE APPRAISAL:
R.ArunKumar,AP/Mech,RIT

9. PERFORMANCE APPRAISAL METHODS:
1. Written Essay:
 An evaluator writes out a description of an employee's
strengths and weaknesses, past performance, and potential.
 The evaluator would also make suggestions for improvement.
R.ArunKumar,AP/Mech,RIT

10. PERFORMANCE APPRAISAL METHODS:
2. Critical incidents:
 An evaluator will be considering only specific behaviours, not
vaguely defined personality traits, are cited.
R.ArunKumar,AP/Mech,RIT

11. PEFORMANCE APPRAISAL METHODS:
3. Graphic Rating Scales:
 Employee will be evaluated on various criteria (especially on
his quality in all kind of job) on scale basis.
R.ArunKumar,AP/Mech,RIT

12. PEFORMANCE APPRAISAL METHODS:
4. Behaviorally Anchored Rating Scales:
 The appraiser rates an employee according to items along a
numerical scale, but the items are examples of actual behaviour
on a single job rather than general descriptions or traits.
R.ArunKumar,AP/Mech,RIT

13. PEFORMANCE APPRAISAL METHODS:
5. Multi person comparison:
 Employees are compared with work output of other fellow
employees.
 The three most popular approaches to multi person comparisons
includes:
1. Group order ranking
2. Individual ranking
3. Paired comparison.
R.ArunKumar,AP/Mech,RIT

14. PEFORMANCE APPRAISAL METHODS:
6. MBO:
 Employees are evaluated by how well they contribute to the
organization.
R.ArunKumar,AP/Mech,RIT

15. PEFORMANCE APPRAISAL METHODS:
7. 360° Appraisal:
 Feedback will be received from supervisors, employees and co-
workers, etc. peer
R.ArunKumar,AP/Mech,RIT

16. PEFORMANCE APPRAISAL METHODS:
R.ArunKumar,AP/Mech,RIT