performance appraisal tejal
Post on 09-Apr-2018
223 Views
Preview:
TRANSCRIPT
-
8/7/2019 performance appraisal tejal
1/25
PerformanceAppraisal
-
8/7/2019 performance appraisal tejal
2/25
Objectives
About Performance appraisal
Meaning
Definition
Process of Performance Appraisal
Modern
Methods / Techniques of Performance Appraisal
Traditional
Index
Issues in Performance Appraisal
Advantages of Performance Appraisal
Disadvantages of Performance Appraisal
-
8/7/2019 performance appraisal tejal
3/25
DefinitionsAccording to Newstrom, It is the process of evaluating
the performance of employees, sharing that
information with them and searching for ways to
improve their performance.
-
8/7/2019 performance appraisal tejal
4/25
MeaningPerformance appraisal is the step where the
management finds out how effective it has been at
hiring and placing employees .
A Performance appraisal is a process of evaluating an employees performance of a job in terms
of its requirements.
-
8/7/2019 performance appraisal tejal
5/25
Purpose
Empowerment
Relat
ionship
Flex
ibility
Op
timal
Perfo
rmance
Recogn
itionand
Rewards
Morale
-
8/7/2019 performance appraisal tejal
6/25
Objectives of Performance AppraisalEmployee Organization
measuring the efficiency
maintaining organizational
control.
concrete and tangible
particulars about their work
assessment of
performance
mutual goals of the
employees & the organization.growth & development
increase harmony & enhance
effectiveness
Personal development
work satisfaction involvement in the
organization.
According to:
Aims at:
-
8/7/2019 performance appraisal tejal
7/25
Settingperformance
standardsTaking corrective
standards
Discussing
results
Comparing
standards
Measuring
standards
Communicating
standards
Process
-
8/7/2019 performance appraisal tejal
8/25
1. Paired comparison
2. Graphic Rating scales
3. Forced choice Description
method
4. Forced Distribution Method
5. Checks lists
6. Free essay method
7. Critical Incidents
8. Group Appraisal
9. Field Review Method
10.Confidential Report
11.Ranking
1. Assessment Center
2. Appraisal by Results or
Management by
Objectives
3. Human Asset
Accounting
4. Behaviorally Anchored
Rating scales
Traditional Methods Modern Methods
Methods of Performance Appraisal
-
8/7/2019 performance appraisal tejal
9/25
As compared to A B C
A + - +
B - + -
C + - +
For the Trait Quality ofwork
A - + +
B + - +
C + + -
As compared to A B C
For the Trait Creativity
+
+
++
+
+
+
+ +
-
-
-
--
- -
--
Person rated Person rated
Ranking employees by paired comparison Method
-
8/7/2019 performance appraisal tejal
10/25
Graphic or Linear Rating ScalesAttitude
No interest
In work:
consistent
complainer
Careless:
In-different
Instructions
Interested in
work:
Accepts
opinions &advice of
others
Enthusiasti
c about job
&
fellow-workers
Enthusiastic
opinions &
advice
sought byothers
DecisivenessTakedecisions in
consultationwith others
whose views
he values
Slow totake
decisions
Takedecisions
after carefulconsideration
Takesdecisions
promptly
Takedecisions
withoutconsultation
0 5 10 15 20
0 5 10 15 20
-
8/7/2019 performance appraisal tejal
11/25
Criteria Rating
1.Regularity on the job Most Least
Forced choice method
Always regular
Inform in advance for delay
Never regular
Remain absent
Neither regular nor irregular
-
8/7/2019 performance appraisal tejal
12/25
No.
of
employees10% 20% 40% 20% 10%
poor Below
average
average good Excellent
Force distribution curve
Forced distribution method
-
8/7/2019 performance appraisal tejal
13/25
Staff AppraisalName . . . . . . . Job Title . . . . . . .
Department . . . . . . . . . . . . Date of Review . . . . . . .Age . . . . . .. . Years in present job
Section I Appraisal Of Performance
Note to Appraiser
1. Appraisal must cover the period of the preceding 12 months
2. Consideration to every function & responsibility of the job
3. An objective factual assessment of an employees improvement ordeterioration
Section II Promotability & Potential
Promotability
1. Promotion now
2. Within 2 years3. Within 5 years
4. Unlikely to qualify for promotion
Section III Career Development
Section IV Notes on Interview with employee
Section V Comments on & Endorsement by Reviewing Authority
Specimen of Staff Assessment Form [Descriptive Essay Type]
-
8/7/2019 performance appraisal tejal
14/25
Ex: A fire, sudden breakdown, accident
Workers Reaction scale
A Informed the supervisor immediately 5
B Become anxious on loss of output 4
C Tried to repair the machine 3
D Complained for poor maintenance 2E Was happy to forced test 1
Critical Incident method
-
8/7/2019 performance appraisal tejal
15/25
Performance subordinate peers superior customerDimension
Leadership ^ ^
Communication ^ ^
Interpersonal skills ^ ^
Decision making ^ ^ ^
Technical skills ^ ^ ^
Motivation ^ ^ ^
Field review method
-
8/7/2019 performance appraisal tejal
16/25
Group appraisal method
-
8/7/2019 performance appraisal tejal
17/25
MBO ProcessSet organizational goals
Defining performance target
Performance review
feedback
-
8/7/2019 performance appraisal tejal
18/25
Performance Points Behavior
Extremely
good
7 Can expect trainee to make valuable suggestions
for increased sales and to have positiverelationships with customers all over the
country.
Good 6 Can expect to initiate creative ideas for improved
sales.
Above average 5 Can expect to keep in touch with the customers
throughout the year.
Average 4 Can manage, with difficulty, to deliver the goods
in time.
Below average 3 Can expect to unload the trucks when asked bythe supervisor.
Poor 2 Can expect to inform only a part of the
customers.
Extremely poor 1 Can expect to take extended coffee breaks &
roam around purposelessly.
Behavioral Anchored Rating Scales
-
8/7/2019 performance appraisal tejal
19/25
360 degree performance appraisal
-
8/7/2019 performance appraisal tejal
20/25
These companies are using 360 DegreePerformance Appraisal Method
Examples of 360 degree performance appraisalmethod
Wipro
Infosys
Reliance Industries
Maruti Udyog
HCL TechnologiesWyeth Consumer
Health (WCH)
-
8/7/2019 performance appraisal tejal
21/25
Issues in appraisal system
AppraisalDesign
Formal and informal
Whose performance?
Who are the raters?
What problems?
How to solve?
What to evaluate?
When to evaluate?
What methods?
-
8/7/2019 performance appraisal tejal
22/25
-
8/7/2019 performance appraisal tejal
23/25
Advantagesprovide a record ofperformance over aperiod of time.
provide anopportunity for amanager to meet &discuss performance
Provide the employeewith feedback abouttheir performance
Provide anopportunity for anemployee to discussissues and to clarify
expectations
Can be motivationalwith the support of agood reward andcompensation
-
8/7/2019 performance appraisal tejal
24/25
If not done appropriately, canbe a negative experience.
very time consuming,especially for a manager
subject to rater errors &biases.
If not done right can be a
complete waste of time.
Can be stressful for allinvolved
Disadvantages
-
8/7/2019 performance appraisal tejal
25/25
top related