performance app ppt2[1]...final

8/2/2019 Performance App Ppt2[1]...Final

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Performance Appraisal


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Performance AppraisalPerformance appraisal is the process by which

organizations evaluate employee job performance as

per the set standards.


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Who Can perform the

Appraisal??The process can be coordinated by:

Employee (Self Appraisal)

Manager

Peer Appraisal

An outside vendor


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Considering TimingPerformance can be appraised:

Quarterly Half yearly

Annually

After each project is completed


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Need / Uses of Performance Appraisal

Performance Improvement.

Compensation Adjustments. Placement decisions.

Training and development needs.

Career planning and development.

Increases responsibility


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Need of Performance Appraisal

Job design error.

External challenges if any

Chance to list key accomplishments

Provides feedback


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Types of Performance Appraisal

Critical Incident Method

Weighted Checklist Method.

Paired Comparison Method.

Rating Scale Method.

Essay Evaluation Method.


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Types of Performance Appraisal

Behaviorally Anchored Rating Scales

Performance Ranking Method

Management By Objectives (MBO)

360 Degree Performance Appraisal


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The halo effect

The error of central tendency

The leniency and strictness biases

Personal prejudice

The recency effect

Problems with Performance Appraisal


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Problems with PerformanceAppraisal

Rater errors Management Attitudes

Relationship effect


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Performance Appraisal Interviews

Performance review sessions give employees feedback

about their past performance and also the guidelines to

help them do better in the future.


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Effective Performance Appraisal Interviews

The interview should be effective and worthwhile

both for the interviewer and the interviewee.

Make the outcome of the interview as a learning

and development plan for the employee for the

next 6-12 months.

Prepare for the interview.

Use documentation


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Effective Performance Appraisal

Interviews

Emphasize positive aspects of employees

performance. Highlight that the interview is to improve

performance, not to discipline.

Conduct the performance review session in private

with minimum interruptions.


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Review performance formally at least annually and

more frequently for new employees or those who areperforming poorly

Make criticisms specific, not general and vague

Focus criticisms on performance, not on personalitycharacteristics


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Stay calm and do not argue with the person being

evaluated

Identify specific actions the employee can take to

improve performance


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Emphasize your willingness to assist the employees

efforts and to improve performance.

End the interview by stressing the positive aspects of

the employees performance and reviewing plans to

improve performance.


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Follow up for the individual can

include:

A written development plan with goals, timelinesand responsibilities

Progress reports

Additional meetings with manager

Training to build on strengths and address needs

Stretchassignments or job rotations

Coaching

Mentoring


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Conclusion

A well-designed performance appraisal system

supports an integrated human resource strategy

which enables the attainment of organizational

and business goals as well as individual goals.


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Thank You

Any Questions???

performance app ppt2[1]...final

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