copy of performance appraisal
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Performance Apraisal
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y Performance Appraisal: concept, significance, process,
y Methods-Graphic rating scales, essays, confidential
report, BARS,360 Degree, etc,y Errors during appraisal, reducing errors.
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PERFORMANCE APPRAISAL
Performance appraisal is a systematic wayof reviewing and assessing the performance of anemployee during a given period of time andplanning for his future.
It involves below three steps:
y Setting work standardsy Assessing employees actual performance
according to these standards
y Offering feedback to the employees.
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y Goal: let employee know where they stand
help improve performance in future job &personal development
improvement by learning & growth
y Focus: past, present and future performance
y Role ofSupervisor:judge, evaluate, counsel,help, guide
y Role ofEmployee: active involvement, justifyor defend position
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Objectives Of Performance appraisal
1. To review the performance of theemployees over a given period of time.
2. To judge the gap between the actual and thedesired performance.
3. To help the management in exercisingorganizational control.
4. Helps to strengthen the relationship andcommunication between superior subordinates and management employees.
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Continued..
5. To diagnose the strengths and weaknesses ofthe individuals so as to identify the trainingand development needs of the future.
6. To provide feedback to the employeesregarding their past performance.
7. Provide information to assist in the otherpersonal decisions in the organization.
8. Provide clarity of the expectations andresponsibilities of the duties to be performedby the employees.
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Continued..
9. To judge the effectiveness of the other humanresource functions of the organization such as
recruitment, selection, training anddevelopment.
10.To reduce the grievances of the employees.
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In shorty It is a powerful tool to regulate, refine
and reward the performance of theemployee.
y It helps to analyze his achievementsand evaluate his contribution towardsthe achievements of the overallorganizational goals.
y By focusing the attention on
performance, performance appraisalgoes to the heart of personnelmanagement and reflects themanagement's interest in theprogress of the employees.
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Purposes of Appraisal
Administrative
Promotion
Increment
Retention
Termination
Recognition
Transfer
Identificationof poor performance
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Developmental
Identification of individual
needs
Training & Development
Identification of individual
strengths and developments
Job rotation
Performance feedback
Determining job assignments
Continued...
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Organisational
HR Planning
Evaluation of HR systems
Determining
organisational needs
Reinforcement oforganisation development
needs
Continued...
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Documentation
Criteria for validation of
research
Documentation for hr
decisions
Helping to meet legal
requirements
Continued...
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Performance Appraisal and Competitive Advantage
Competitiveadvantage
Improvingperformance
Makingcorrect
decisions
Strategyand
behaviorValues
and
behavior
Ensuringlegal
compliance
Minimizingdissatisfactionand turnover
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Who?Who?
SupervisorsSupervisors
SelfSelf
AppraisalAppraisalSubordinatesSubordinates
PeersPeers
Users ofUsers of
servicesservices
ConsultantsConsultants
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When?When?
Formal evaluation
Annual or Biannual
Informal evaluation
Continuous, any time,
at time of need
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Traits or
characteristics
Actual
performance
Training
Needs
Potential
What criteria is used?
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Job analysis and performance appraisal
Job analysis: describes work and personnel
requirement of a particular job
Performance standards: translate jobrequirements into levels of acceptable or
unacceptable performance
Performance appraisal: describe t e jobrelevant stren t s and weaknesses of eacindividual
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Performance appraisal Process
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Objectives of Performance appraisal
Establish Job expectation
Design an appraisal programme
Appraise Performance
Performance Interview
Archive appraisal Data
Use appraisal Data for appropriate Purpose
PerformancePerformance
managementmanagement
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Performance appraisal Process
y Objective of appraisal: Determining the
goal of appraisal. in order to increaseperformance and reduce problems.
y Establish job expectation: Includes
informing the employee what isexpected of him or her on the job
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Design appraisal programme
Appraisaldesign
Formal vs.informal
Whose
performance?
Who arethe raters?
Whatproblems?
How tosolve?
What to
evaluate?
Whatmethods?
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Performance appraisal Process
y Appraise the performance: Measure the performanceaccording to the benchmarks listed in the appraisalprogram designed like quality and quantity of output,presence at work etc.
y Performance management: Its aim is to provide feedback tothe employee about his performance. It includes:
y Performance interview
y Archiving performance data
y Use of appraisal data
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