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Purpose of P.A.
1) To create and maintain satisfactory level of performance.
2) To develop employee by identifying training needs.
3) To have proper understanding for superior regarding
their subordinates.
4) To facilitate fair and equitable compensation based on
performance.
5) Validity selecting test and interview
techniques by
comparing their scores with P.A. ranks.
6) To provide information for making decisions regarding
lay-off, retrenchment etc.
7) To
ensure orgn. Effectiveness through correcting
employees for standard and improve performance and
suggesting techniques in employee behaviour.
1)
2)
3)
4)
Methods
of P.A. :
1) Graphic Rating Scale G.R. Scale compares individual
performance to an absolute standard. Judgement
about performance are recorded on a scale.
The appraisers have printed for one for each
employee these forms contains no. of objective,
behaviour, qualities, quality of work, dependabity ,
initiative, attitude etc. in case
of workers, and
creative ability, leadership oral, motional stability
case of managerial pe
Pref. Parameters :
Attribut
e
1. Attitu Interest
de
in work
Careless
to
instructi
ons
Interest in
work,
tasks
advice
from
others.
Enthusiast
ic about
job fellow
workers
and
company
Enthusi
astic
option
and
advice
sought
by
others.,
2. Job
Services
knowled gaps in
ge
knowled
ge
Satisfact
ion
knowled
ge
Well
informed
in all
matter of
job.
Has good
knowledg
e of all
aspects
and job
Excepti
onal
underst
anding
of jobs.
Ex.
N(N-1)
2
4(3)
2
=6
A
B
C
D
B
.
C
.
.
D
.
.
.
-
AB
AC
AD
BC
BD
CD
4.
Target
Critical
Incident
1.
Deposit
Mobilization
Rs.10 lac in
2006
Mobilized
Rs.12 Lacs
2.
Rs.1 lac
from Govt.
Deptt.
Not
mobilized.
I.
MBO
Mbos is a process whereby the superiors and subordinates
of an organisation jointly identify its common goals, define
each individuals major areas of responsibility in terms of
expected results.
Emphasis is on what must be accomplished rather than
how it is to be accomplished.
During appraisal the superior and subordinate update and
alter goals as necessary.