final performance apprasil

8/3/2019 Final Performance Apprasil

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Performance Appraisal


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Presented to:

Mam Zainab


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Definition

A performance appraisal is a method bywhich the job performance of

an employee is evaluated by thecorresponding manager or supervisor.

A performance appraisal is a part ofguiding and managing careerdevelopment.


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It is the process of obtaining, analyzing,and recording information about therelative worth of an employee to the

organization. Performance appraisal isan analysis of an employee's recentsuccesses and failures, personalstrengths and weaknesses.


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Characteristics It examine the employee strengths and

weaknesses

Scientific and objective study

Ongoing and continuous process Secure information for making correct

decisions on employees


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Needs and objectives

Provide feedback about employees

Provide database

Diagnose the strengths and weaknessesof individuals

Provide coaching, counseling, career

planning to subordinates


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Cont...

Provide a basis for promotion ,transfer,termination

Identify those employees who deservepromotion

Develop inter-personal relationships:Relations between superior &subordinate


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Methods

The most popular methods used in theperformance appraisal process include

the following: Management by objectives

360 degree appraisal

Behaviorally anchored rating scale Check list method


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Management by Objectives

The process of defining objectives within anorganization so that management andemployees agree to the objectives and

understand what they need to do in theorganization.

The important part of the MBO is the

measurement and the comparison of theemployees actual performance with thestandards set.


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360 degree appraisalIs feedback that comes from all aroundan employee. "360" refers to the 360degrees in a circle, with an individualfiguratively in the centre of the circle.Feedback is provided by subordinates,

peers, and supervisors. It also includes aself-assessment.


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Behaviorally anchored rating

scaleIt is a scales used to rate performance.It is an appraisal method that aims tocombine the benefits of narratives,critical incidents, and quantified ratingsby anchoring a quantified scale with

specific narrative examples of good,moderate, and poor performance


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Check list method

Is employee regular Y/N

Is employee respected by subordinate Y/N

I

s employee helpful Y/N

Does he follow instructions Y/N

Does he keep the equipments in order Y/N


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Benefits

Direction

Feedback

Motivation

Employee development

Legal protection

Input


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Steps of PA

Preparation

Assessment

ReviewAppropriate place

DeliverEncouragement


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Process of PATaking corrective standards

Setting performance standards

Communicating standards

Measuring standards

Comparing standards

Discussing results


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Problems in performance

appraisal Bias and favouritism of raters based on social,religious economic, political and other factors.

Most supervisors see the exercise or processas time consuming.

Halo effect e.g. being influenced by aparticular trait of an employee.

Lack of management commitment to thesystem.

Lack of objective target. Lack of feedback to appraisee e.g. post

appraisal interview.


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Conti

A superior officer and rater could be toolenient or strict with the appraisal ofhis\her subordinate.

Incompetence

Negative approach

Multiple objectives

Resistance

Lack of knowledge


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Essentials of an effective

appraisal system Mutual trust

Clear objectives

Standardizations Training

Job relatedness

Documentation Feedback and participation


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final performance apprasil

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