PERFORMANCE APPRAISAL

PRESENTED BYGROUP 3

What is performance appraisal?

• IDENTIFICATION :Means determining what areas of work the manager should be examining when measuring performance – essentially focusing on performance that affects organizational success.

• MEASUREMENT: Entails making managerial judgment of how good or bad employee performance was

• MANAGEMENT: Appraisal should be more than a postmortem examination of past events. It must take a future oriented view of what workers can do to realize their potential.

PERFORMANCE APPRAISAL(clevaland;bernardin; murphy;baker)

• It is a method of evaluating the behaviour of employees in the work spot , normally including both the quantitative and qualitative aspects of job performance.

• It is a systematic and objectives ways of evaluating both work related behaviour and potential of employees.

• It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally , establishing a plan of improvement.

OBJECTIVES

• It could be taken either for evaluating the performance of employees or developing them.

• Evaluation :Telling the employee where he stands and using decisions concerning pay, promotion etc.

• The developmental objectives focus on finding individual and organizational strength and weakness.

• Developing healthy superior-subordinate relations• Offering appropriate counseling to the employee

with a view to develop his potential in future.• Training and development programmes : It can

serve as a guide for formulating a suitable training and development programme

• Promotion decisions: It can serve as a useful basis for job change or promotion.

• Personal development: It can help reveal the causes of good and poor employee performance.

• Compensation decisions: It can serve as a basis for pay raises .

• Feedback : It enables the employee to know how well he is doing on the job.

CHARACTERISTICS • It is a systematic process• It tries to find out how well the employees

performing the job and tries to establish a plan for further improvement.

• Performance appraisal may be formal or informal

• It is not limited to calling the fouls.• It is not job evaluation.• It is not a past oriented activity

PERFORMANCE APPRAISAL PROCESS

• Establish performance standards.• Communicate the standards.• Measure actual performance.• Compare actual performance with standards

and discuss the appraisal.• Taking corrective action , if necessary.

PERFORMANCE APPRAISAL METHODS

• Individual evaluation methods• Multiple person evaluation methods• Other methods

Individual evaluation methods

• Confidential report• Essay evaluation • Critical incidents• Checklists• Graphics rating scale• Behaviorally anchored rating scales• Forced choice method• MBO

Multiple person evaluation method

• Ranking • Paired comparison• Forced distribution

Other methods

• Group appraisal• HRA• Assessment centre• Field review