1. SEMINAR ON PERFORMANCE
APPRAISAL, WELFARE SERVICES,
LIBRARY, HOSTEL.
Mrs. P.Yamunadevi,
M.Sc. Nursing I Year
College of Nursing,
Madras Medical College.
2. MEANING
Performance appraisal is a method of
evaluating the behavior of employees in the
work spot.
Normally includes both the quantitative and
qualitative aspects of the job performances.
3. DEFINITIONS
A systematic, periodic and an impartial rating
of an employee’s excellence in matters
pertaining to his present job and his potential
for a better job. -FLIPPO
It is a periodic formal evaluation of how well
personnel have performed their duties during
specific period.
4. OBJECTIVES
DETERMINE THE EFFECTIVENESS OF
EMPLOYEES
IDENTIFY THE SHORTCOMINGS OF
EMPLOYEES
FIND OUT POTENTIALS FOR
PROMOTION.
5. Cont…
P –PURPOSE
E – EMPOWERMENT
R – RELATIONSHIP
F – FLEXIBILITY
O – OPTIMAL PERFORMANCE
R – RECOGNITION AND REWARDS
M -- MORALE
7. APPRAISAL
SERVE AS A BASIS FOR JOB CHANGE OR
PROMOTION.
IDENTIFY THE STRENGTH AND WEAKNESS
SERVES AS A FEEDBACK TO THE EMPLOYEES
SERVES AS A N IMPORTANT INCENTIVE
EVALUATE THE EFFECTIVENESS OF
SELECTION OF WORKER.
PROVIDES THE RATIONAL FOUNDATION FOR
PAY AND BONUSESETC.
10. USES OF PA:
JUDGI
NG
RECR
UITMEBOOST THE
MORALE
DEVELOPS
CONFIDENCE
MOTIVATE THE
EMPLOYEE
INDIVIDUAL DEVELOPMENT
ASSESS INDIVIDUAL
POTENTIALS
BASES FOR PERSONNEL POLICY
11. CRITERIA FOR PA:
OBJECTIVE
Amount of quality of
production.
Work sample
tests.Length of service.
Absenteeism. Amount
of training necessary.
Accidents.
SUBJECTIVE
Upward communication of ideas.
Degree of knowledge.
Contribution to socio cultural
values.
All the subjective criteria depends
upon human judgment an opinion
they are subject to certain kinds of
errors likely to be found in the
rating process.
