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PERFORMANCE APPRAISAL

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5/2/12

PERFORMANCE

Presented By: 1.Ankit Maheshwari 2.Nirbhay Gupta 3.Rupansi HR SEMINAR1


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PERFORMANCE APPRAISAL

Appraisal is the evaluation of worth & quality

-- Performance appraisal is the systematic evaluation of the individual with regard to his or her performance on the job and his potential for development-5/2/12 HR SEMINARPERFORMANCE Beach
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Objectives of performance appraisal

Administra tive objectives 1. Transfer 2. Wage and salary administratio n 3. Promotion 4. Training and development 5. Personnel 5/2/12

Self improveme nt objective

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Objectives of performance appraisal

To effect promotions based on competence and performance. assess the training and development needs of employees. decide upon a pay scale where regular pay scales have not been fixed. let the employees know where
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To To

To

Need and Importance


Personal

Attention

Feedback Career

path Accountability divisional and

Employee

Communicating

company goals

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PERFORMANCE APPRAISAL PROCESS

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Traditional methods
1.

Methods of performance appraisal Modern methods


1. 2. 3. 4. 5. 6. 7.

Employee ranking Paired comparison Grading Forced distribution Forced rating Graphic-rating scales 5/2/12 Check list

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3.

4.

Management by objectives (MBO) Behaviourally anchored rating scales 360 degree appraisal Assessment centers
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TRADITIONAL METHODS

Ranking Method : oldest method of appraisal

Person is ranked based on traits and characteristics Helpful if no. of people is very less This method has limited value as it is difficult to assess as human traits and rank comparison: Slight variation from rank method as designed for large groups but this increases work also Each person is compared with other persons taking one at a time Better comparisons of
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Paired

Grading

categories of abilities of performance are defined well in advance and people are put into these depending on their traits and characteristics It may be like good , average, poor, very poor like grades Useful for promotion based on performance

Forced

distribution method:

Appraiser is forced to appraise the employee according to the pattern of 5/2/12 HR SEMINAR9 normal curve PERFORMANCE 9

Forced-choice

method:

Contains a series of group of statements Rater checks how effectively the statement describes each individual being evaluated More objective method Problems in constructing statements

Check-list

method:

The rater provides appraisal report by answering a series of questions related to appraisee
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Critical

incidents method:

Only critical incidents and behavior associated with these incidents are taken for evaluation 3 steps: a test on noteworthy of jobbehavior is prepared, a group of experts assign scale values based on desirability for the job and checklist of incidents which define good and bad employee is prepared

Graphic

scale method: linear rating scale


Printed appraisal form contains 5/2/12 HR SEMINARPERFORMANCE 11 11

Essay

method:

Rater assesses the employees on certain parameters in his own words Each rater may have his own style an perception and may be biased

Field

Review method:

Employee appraised by another party, usually from HR dept More objective view in appraisal No pressure from supervisor Chances of bias are reduced
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MODERN METHODS
Appraisal

by results or objectives:

Its the system of evaluation of managerial performance against the setting and accomplishing of verifiable objectives This method draws the its root from MBO Targets are pre fixed in terms of quantity, it makes assessment easier. anchored rating scales (BARS)

Behaviorally

method:

BARS gets away from measuring subjective personal traits and instead measures observable, critical behaviors that are related to specific job dimensions
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Assessment

Centers:

Developed by German Army in 1930s Test candidates in a social situation, using a number of assessors and variety of procedures Multiple trained assessors must be used It assess objectively various skills like interpersonal interaction, creativity, organizing and planning, quality of thinking etc
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360

degree Appraisal

Besides appraising performance, other talents like behavior, values, and technical considerations are also appraised Superior appraises the employee Appraisal is also done by peers, sub ordinates, clients, hr dept..

Appraisal This method works best if the employee concerned matches the data gathered with his own self by assessment superior Apprais al by peers Employee self appraisal Appraisal 5/2/12 by Apprais al by others
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POTENTIAL APPRAISAL
To

determine an employees likelihood to succeed in the new job, potential appraisal is carried. companies integrate both potential and performance appraisal together but some companies do it separately
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Some

Steps..
Determination

of the role dimensions for which an employees potential is to be appraised for appraising these attributes in an employee should be determined done in light of various
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Mechanism

Appraisal

attributes
5/2/12 HR SEMINARFeedback, counseling, training

Thank You!!

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