Shruti's hrm(presentation)
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This document is a presentation on modern performance appraisal methods submitted by Shruti Kak. It defines performance appraisal and discusses 5 modern methods: assessment centers, human resource accounting, behaviorally anchored rating scales, management by objectives, and 360-degree performance appraisal. Each method is described briefly, including what it is, key steps, and sometimes limitations. The conclusion states that performance appraisal can improve employee performance if done constructively. The bibliography lists a reference book on the topic.
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This document discusses various traditional and modern methods of performance appraisal. Some traditional methods discussed include the essay appraisal method, ranking method, paired comparison method, critical incident method, checklist method, and graphic ratings scale method. The forced distribution method is also discussed as another traditional approach. For each method, a brief overview is provided about how the appraisal is conducted.
Newpptofpaautosavedcopyyyyyyyyy 100322114216-phpapp02
This document provides an overview of performance appraisal, including definitions, objectives, methods, issues, and advantages/disadvantages. It describes performance appraisal as evaluating employee performance and sharing that information to improve performance. Common methods include traditional approaches like graphic rating scales as well as modern approaches like management by objectives. Both advantages like motivating employees and disadvantages like rater bias are discussed.
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This document outlines various traditional and modern methods used for performance appraisals. The traditional methods include unstructured, ranking, paired comparison, grading, and checklist. Paired comparison involves systematically comparing each employee to determine rankings. Grading assigns employees to predefined performance categories. Checklists have descriptive statements to assess qualities.
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Performance appraisal is already being considered a necessary evil. Thus companies need to be careful while selecting out of these appraisal methods. The method should be able to provide value to the company as well as the employees and managers.
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The document discusses 360 degree performance appraisals. It begins by describing a scenario where an employee, David Kyle, feels he received an unfair performance rating from his supervisor. It then provides background on performance appraisals and describes traditional and modern appraisal methods, focusing on 360 degree feedback. 360 degree feedback involves an employee receiving ratings from their supervisor, peers, subordinates, and sometimes customers or other external stakeholders. The document discusses examples of companies using 360 degree feedback, like Aricent and HCL, and how HCL structures their 360 degree process to provide confidential and developmental feedback.
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Cost reduction is the process used by companies to reduce costs and increase profits. It involves strategies that depend on the company's products and services, and every decision in product development affects costs. HR can help reduce costs through strategies like hiring and retaining top talent to reduce turnover costs, improving training and mentoring to prevent issues, automating manual processes, offering flexible benefits to attract workers, reducing workplace risks, and outsourcing some HR functions.
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Performance appraisals evaluate an employee's job performance in terms of quality, quantity, cost, and time, as determined by their manager or supervisor. It involves analyzing an employee's recent work, strengths/weaknesses, and potential for promotion or further training. Performance appraisals are linked to material outcomes, as poor performance may result in a pay cut, while excellent performance leads to a pay rise. However, using appraisals to justify rewards and penalties is uncertain and controversial. Generally, appraisals aim to provide feedback, identify training needs, document criteria for organizational rewards, and inform personnel decisions and development. Common appraisal methods include numerical ratings, multi-source feedback, behavioral observations, and behaviorally anchored scales.
Needs Assessment - Hrd 845/441
1) Needs assessments are systematic processes that identify problems or opportunities through building relationships among stakeholders. They clarify issues, set targets, and provide data for decision-making.
2) Current trends influencing needs assessments include the need for effective performance management, justification of training and development, and advancing technology.
3) Advanced technology provides opportunities to obtain, manage, and analyze large amounts of data to identify needs in a timely manner.
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This document outlines different types of performance appraisal methods ranging from 90 to 720 degrees. The 90 degree method involves only evaluation by a superior, while the 180 and 360 degree methods involve self-appraisal and evaluations from subordinates and peers. The 540 and 720 degree methods further include evaluations from customers or clients and calculate an average bias factor to adjust ratings.
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Performance appraisal
This document discusses various traditional and modern methods of performance appraisal. Some traditional methods discussed include the essay appraisal method, ranking method, paired comparison method, critical incident method, checklist method, and graphic ratings scale method. The forced distribution method is also discussed as another traditional approach. For each method, a brief overview is provided about how the appraisal is conducted.
Newpptofpaautosavedcopyyyyyyyyy 100322114216-phpapp02
This document provides an overview of performance appraisal, including definitions, objectives, methods, issues, and advantages/disadvantages. It describes performance appraisal as evaluating employee performance and sharing that information to improve performance. Common methods include traditional approaches like graphic rating scales as well as modern approaches like management by objectives. Both advantages like motivating employees and disadvantages like rater bias are discussed.
Tradition method of performance appraisal
The document discusses several traditional methods of performance appraisal, including rating scales, checklists, forced distribution, critical incident reports, essays, and cost accounting approaches. Rating scales involve rating traits like attitude and performance on a 1-10 scale. Checklists involve assessing employees based on yes/no questions. Forced distribution requires ranking employees into categories like excellent, good, poor based on comparisons to others.
Advantage and disadvantage of performance appriccial
This document discusses different performance appraisal methods, including traditional and modern techniques. It provides details on essay evaluation, paired comparison, rating scales, assessment centers, 360 degree feedback, and behaviorally anchored rating scales.
Traditional methods like essay evaluation and paired comparison are effective but less structured, while rating scales are more systematic but basic. Modern techniques provide more insights but require more time and resources. Overall, performance appraisal aims to evaluate employees against objectives, provide feedback, and potentially motivate improvement, but must be implemented carefully to avoid biases and negative experiences.
Performance appraisal
Performance appraisal (PA) is used to evaluate employee behavior and job performance both quantitatively and qualitatively. PA is used for compensation decisions like pay raises and promotions, as well as for training, development, and personal growth. The PA process involves establishing performance standards, measuring actual performance, comparing to standards, and taking corrective actions if needed. PA can appraise behaviors, objectives, and traits. Supervisors, peers, subordinates, and self-appraisals are common rating sources. Common individual PA methods include confidential reports, essays, critical incident techniques, checklists, graphic rating scales, and forced choice methods. Group methods include ranking, paired comparison, and forced distribution. Modern methods include human resource accounting, field reviews
Modern methods of performance appraisal
This document discusses several modern methods of performance appraisal:
1) MBO (Management by Objectives) involves managers and subordinates jointly setting measurable objectives for key result areas. Performance is evaluated based on achieving objectives.
2) BARS (Behaviorally Anchored Rating Scales) evaluates employee performance dimensions and anchors ratings on a scale of good, average, poor based on behavior.
3) Assessment Centers evaluate executives through tests like simulations and role plays to assess strengths and weaknesses.
4) 360-degree appraisal involves evaluations from supervisors, subordinates, peers, and customers to provide a broader performance perspective.
Performance appraisal methods
The document discusses traditional and modern approaches to performance appraisal. Traditionally, it focused only on past performance to determine pay increases or decreases. Modern approaches use appraisal for identifying training needs, career paths, and rewards in a more structured way. Several individual evaluation methods are also described like confidential reports, checklists, rating scales, and behavioral incident reports.
Performance appraisal concepts and method
This document discusses various methods used for performance appraisal. It describes past-oriented methods like rating scales, confidential reports, essays and checklists that evaluate past performance. Future-oriented methods like management by objectives, 360-degree feedback, and psychological appraisals focus on future potential. The document emphasizes that performance appraisal is important to set goals, recognize performance, guide progress, identify problems, and improve performance. It also leads to competitive advantage by improving strategy, behavior, decision-making and ensuring legal compliance.
Performance Appraisal ppt [hrm]
The document discusses various aspects of performance appraisal including definitions, objectives, processes, methods, issues, advantages, and disadvantages. Specifically, it defines performance appraisal as evaluating an employee's job performance and sharing feedback to improve. It lists objectives for both employees and organizations. It outlines the typical performance appraisal process and describes traditional and modern methods like graphic rating scales, forced choice, critical incidents, field review, behavioral anchored rating scales, and 360 degree/MBO approaches. It also notes some common issues and both advantages like motivating employees and disadvantages like potential bias.
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Advantage and disadvantage of performance appriccial
Advantage and disadvantage of performance appriccial
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The document discusses performance appraisal, including its definition, uses, and the roles of supervisors and HR. It describes aspects that should be measured in appraisals like quality, quantity, timeliness, and interpersonal impact. It also discusses different appraisal methods like absolute standards using essays, graphic rating scales, critical incidents, forced distribution, and behavioral anchored rating scales as well as relative standards using alternation ranking and paired comparison. Management by objectives is also covered. Finally, it notes common errors in performance appraisals like halo, leniency, strictness, and central tendency errors.
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2. Prerequisites for effective appraisals include documentation, standards, simple formats, evaluation techniques, communication, and reducing personal bias.
3. Basic steps in appraisals include ongoing observations and feedback, an annual review, and rewarding meeting performance standards.
4. Modern appraisal methods include management by objectives, 360 degree feedback, and assessment centers. TCS conducts two appraisals annually and bases them on
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mm bagali..... performance.... productivity........HR.....HRM....HRD..... Man...dr m m bagali, phd in hr
This document discusses performance management and appraisal. It begins by defining performance measurement as assessing the efficiency, effectiveness, and capability of actions, processes, or systems against given norms or targets. Performance is the results and accomplishments achieved, while competency refers to the means used to achieve those ends.
The document then lists several reasons for implementing formal performance management programs, such as improving organizational effectiveness, motivating employees, and linking pay to productivity. It also discusses characteristics of performance management systems, the HR role, conditions needed, and common appraisal methods like rankings and ratings scales. Issues that can arise include biases, recent behavior biases, and lack of objective metrics. The performance management process involves planning, execution, assessment, review,Unlocking the Power of Performance Appraisal Evaluation.pdf
A mamoplastia de aumento é indicada quando a paciente tem as mamas muito pequenas e desejaaumentar o volume das mesmas.
Unlocking the Power of Performance Appraisal Evaluation: Methods, Objectives,...
Performance appraisal evaluation is a vital component of Human Resource Management (HRM) that aids organizations in assessing and enhancing employee performance.
Performance Management @ G.A.C.L - Baroda, Gujarat.
The document discusses the performance appraisal process adopted by GACL. It defines performance appraisal and outlines the key steps in the appraisal process, including establishing standards, measuring performance, comparing to standards, discussing results, and making decisions. It then describes several common performance appraisal methods used at GACL like management by objectives, graphic rating scales, and balanced scorecards. Finally, it provides details of GACL's performance appraisal format and review process for different employee levels.
Performance appraisal methods
This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how several of these methods are implemented.
720 degree performance appraisal
The document discusses 720 degree performance appraisal. It begins with an introduction to performance appraisal and 360 degree performance appraisal. 720 degree performance appraisal involves receiving feedback from 5-8 people twice over a period of 9-12 months. This provides a more comprehensive assessment of an employee's on-the-job performance compared to traditional 360 degree appraisal. The document also discusses the need for 720 degree performance appraisal, its advantages and disadvantages, and concludes with a case study on Johnson & Johnson's use of advanced behavioral techniques.
Performance Appraisal
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Similar to Shruti's hrm(presentation) (20)
Methods of Performance appraisal - Principles of Human Resource Management
Methods of Performance appraisal - Principles of Human Resource Management
mm bagali..... performance.... productivity........HR.....HRM....HRD..... Man...
mm bagali..... performance.... productivity........HR.....HRM....HRD..... Man...
Unlocking the Power of Performance Appraisal Evaluation.pdf
Unlocking the Power of Performance Appraisal Evaluation.pdf
Unlocking the Power of Performance Appraisal Evaluation: Methods, Objectives,...
Unlocking the Power of Performance Appraisal Evaluation: Methods, Objectives,...
Performance Management @ G.A.C.L - Baroda, Gujarat.
Performance Management @ G.A.C.L - Baroda, Gujarat.
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Shruti's hrm(presentation)
- 1. Presentation On “Performance Appraisal (Modern Method)” Organization Behaviour(207) Session-2011-2012 Submitted By:- Shruti Kak Roll No:- 15 Submitted To:- Mr. Suresh Sadhotra
- 2. Contents…. Meaning Methods Conclusion Bibliography
- 3. Meaning… Merit rating is also termed as Performance Appraisal…Performance Appraisal is the process of measuring of quantitatively and qualitively an employee’s past or present performance, the background of his work environment and about his future potential for an organization….
- 4. Methods… Modern concerns use the following 5 methods for the performance appraisal……. Assessment Centre Human Resource Accounting Behaviorally Anchored Rating Scales Management By Objectives 360-Degree Performance Appraisal
- 5. Assessment Centre…. An assessment centre is a central location where the managers may come together to participate in job related exercises evaluated by trained observers… Limitations….. Time Consuming.. Ratings are strongly influenced by the participants interpersonal skills.. Candidates who receive a negative report may feel demoralised..
- 6. Human Resource Accounting… Human Resource Accounting method attaches money values to the value of a firm's internal human resources and its external customer goodwill….
- 7. Behaviorally Anchored rating It combines the benefits of critical incidents and Scale(BARS)... by anchoring a scale with graphics rating scales specific behaviour examples of good or poor performance… Steps… Generate Critical Incidents Develop Performance Dimensions Reallocate Incidents Scale the Incidents Develop Final Instrument
- 8. Management By MBO almost always refers to a comprehensive Objectives… and appraisal organisation wise goal setting programme…. Steps…. Set the organisational Goals Set Departmental Goals Discuss Departmental Goals Define expected results Performance Reviews Provide Feedback
- 9. 360-Degree Performance Appraisal.. This technique is understood as systematic collection of performance data on an individual or group derived from a number of stake-holders, the stake-holders being the immediate supervisors, team members, customers, peers and self…
- 10. Conclusion…. Thus the performance Appraisal of an employee if carried out in a constructive and positive way will evolve the best in him and will go a long way in increasing the working potential. It will give him a chance and improve upon his deficiencies which in term will enhance the performance of the organisation.
- 11. Bibliography… Gupta. K Shashi…Kalyani Printings and Published by Mrs.Usha Raj Kumar for Kalyani Publishers, New Delhi-110002...
- 12. Thank You