PRESENTATION PRESENTATION

ON ON

PERFORMANCE APPRAISALPERFORMANCE APPRAISAL

YATIN SHARMA

PA is the method of evaluating the behaviour of the employees in the workplace, normally including both quantitative and qualitative aspect of the job.

How the employee is performing

How the employee can develop

What the superior can do to make it happen

How the job is going

What is Performance Appraisal

• Provide information about the performance ranks.

Decision regarding salary revision, confirmation,

promotion and demotions.

• Provide feedback about level of achievement and

behaviour of the subordinate.

• Provide information to diagnose the deficiency of

the employees.

• Provide training and development needs of the

employees.

WHY conduct a Performance Appraisal

• The performance review must occur atleast once in a year. Some companies review twice in a year.

• However, as a part of Performance Management, the performance review is a continuing, ongoing activity.

WHEN to conduct a Performance Appraisal

• Establish a more effective two way communication

• Set performance objectives

• Help improve current performance

• Assess past performance

• Provide feedback on performance

• Identify training & development needs.

• Assist in career planning decisions

OBJECTIVES of Performance Appraisal

• The Appraisee

• The Appraiser

• HR Department

WHO are involved in Performance Appraisal

Traditional Methods of Traditional Methods of Performance Appraisal.Performance Appraisal.

• Graphic Rating Scales: This is the oldest and most widely method used for performance appraisal. The scales may specify five points, so a factor such as job knowledge might be rated 1 (poorly informed about work duties) to 5 (has complete mastery of all phases of the job).

Ranking MethodRanking Method

• This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation.

Essay MethodEssay Method

• This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior.

Confidential ReportConfidential Report

It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employee’s immediate superior. The report highlights the strengths and weaknesses of the subordinate.

Modern Methods

MBOMBO

A process whereby the superior and subordinates of the organization jointly identify its common objectives, define each individual’s major areas of responsibility.

1. Establishment of Goals

2. Setting the performance standard

3. Actual level of job attainment is compared with the goals agreed upon.

4. Establishing new goals and new strategies for goals not previously attained.

360 DEGREE FEEDBACK

What is 360 DF?

360 Degree Feedback is a multi - rater

feedback system where an individual is

assessed by a number of assessors including

his boss, direct reports, colleagues, internal

customers and external customers

Internal Customers

“Boss”

Peers

External Customers

Team Members

Self

Feedback collected from

Using a specially designed tool

Anonymously

What is 360 DF?What is 360 DF?