8ubmitted by

Mukeah narayan
Redg no-6121
P..ording to Newatrom, it ia the pro.eaa
of evaIuating the performan.e of
empIoyeea ,aharing that information with
them and aear.hing for waya to improve
their performan.e.
P!erforman.e appraiaaI ia the atep where
the management finda out how effe.tive it
haa been at hiring and pIa.ing
empIoyeea.
P performan.e appraiaaI ia a pro.eaa of
evaIuating an empIoyee'a performan.e of
a job in terma of ita requirmenta.
,
8etting
performan.e
atandarda
8etting
performan.e
atandarda
Communi.ati
ng atandarda
Communi.ati
ng atandarda
Meaauring
atandarda
Meaauring
atandarda
Comparing
atandarda
Comparing
atandarda
Dia.uaaing
atandarda
Dia.uaaing
atandarda
Taking
.orre.tive
atandarda
Taking
.orre.tive
atandarda
There are two typea of methoda.
P1- TraditionaI Methoda
P2- Modern Methoda
PManagement by obje.tivea(MBO)
P360 degree appraiaaI
Paaeaament .entrea
PBehavioraIIy an.hored rating a.aIe
PHuman reaour.e a..ounting
P (MBO) waa firat given by !eter Dru.ker in 1954.
P It .an be defined aa a pro.eaa whereby the empIoyeea and the
auperiora .ome together to identify .ommon goaIa, the empIoyeea aet
their goaIa to be a.hieved.
P . n important part of the MBO ia the meaaurement and the
.ompariaon of the empIoyee'a aI performan.e with the atandarda aet
P 360 degree feedba.k, aIao known aa'muIti-rater feedba.k', ia the moat
.omprehenaive appraiaaI where the feedba.k about the empIoyeea'
performan.e .omea from aII the aour.ea that .ome in .onta.t with the
empIoyee on hia job.
P 360 degree appraiaaI haa four integraI .omponenta:
1.8eIf appraiaaI
2.8uperior'aappraiaaI
3.8ubordinate'aappraiaaI
4.!eerappraiaaI.
P n aaaeaament .entre typi.aIIy invoIvea the uae of methoda Iike
ao.iaI/informaI eventa, teata and exer.iaea, aaaignmenta being given
to a group of empIoyeea to aaaeaa their .ompeten.iea to take higher
reaponaibiIitiea in the future
P The major .ompeten.iea that are judged in aaaeaament .entrea are
interperaonaI akiIIa, inteIIe.tuaI .apabiIity, pIanning and organizing
.apabiIitiea, motivation, .areer orientation
P BehavioraIIy n.hored Rating 8.aIe ia a reIativeIy new te.hnique
whi.h .ombinea the graphi. rating a.aIe and .riti.aI in.identa method
P . It .onaiata of predetermined .riti.aI areaa of job performan.e or aeta
of behavioraI atatementa dea.ribing important job performan.e
quaIitiea aa good or bad .
P In thia method, an empIoyee'a a.tuaI job behavior ia judged againat
the deaired behaviour by re.ording and .omparing the behavior with
BR8
P . Human reaour.e a..ounting method triea to find the reIative worth of
theae aaaeta in the terma of money
P In thia method the performan.e appraiaaI of the empIoyeea ia judged
in terma of .oat and .ontribution of the empIoyeea.
P The .oat of empIoyeea in.Iude aII the expenaea in.urred on them Iike
their .ompenaation, re.ruitment and aeIe.tion .oata, indu.tion and
training .oata et. whereaa their .ontribution in.Iudea the totaI vaIue
added (in monetary terma)
THNK YOU