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Transcript of 128922
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PA is the method of evaluating the behavior 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
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• Provide information about the performance ranks. Decision
regarding salary revision, confirmation, promotion and demaotions.
• Provide feedback about level of achievement and behaviour of the
subordinate.
• Provide information which helps to counsel the employees.
• Provide information to diagnose the deficiency of the employees.
• Provide training and development needs of the employees.
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• 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
• WHO are involved in Performance Appraisal
• The Appraise• The Appraiser
• HR Department
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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).
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Quantity of work: Volume of workunder normal workingconditions
Unsatisfactory(1)
Fair(2)
Satisfactory
(3)
Good(4)
OutStandi
ng
(5)
Quality of work: Neatness,thoroughness and accuracy ofwork Knowledge of job
A clear understanding of the
factors connected with the job
Attitude: Exhibits enthusiasm andcooperativeness on the job
Table: Typical Graphic Rating Scale
Employee Name................... Job title .................Department ......................... Rate ...............
Data ..................................
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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.
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Performance Points Behavior
Extremely good 7 Can expect trainee to make valuable suggestions for
increased sales and to have positive relationships withcustomers all over the country.
Good 6 Can expect to initiate creative ideas for improved sales.
Above average 5 Can expect to keep in touch with the customers throughout
the year.
Average 4 Can manage, with difficulty, to deliver the goods in time.
Below average 3 Can expect to unload the trucks when asked by thesupervisor.
Poor 2 Can expect to inform only a part of the customers.
Extremely poor 1 Can expect to take extended coffee breaks and roamaround purposelessly.
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A better technique of comparison than the straight ranking
method, this method compares each employee with all others
in the group, one at a time. After all the comparisons on the
basis of the overall comparisons, the employees are given the
final rankings.
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Forced ranking is a method of performance
appraisal to rank employee but in order of forced
distribution.
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Another simple type of individual evaluation method
is the checklist.
Is the employee really interested in the task assigned? Yes/No
Is he respected by his colleagues (co-workers) Yes/No
Does he give respect to his superiors? Yes/No
Does he follow instructions properly? Yes/No
Does he make mistakes frequently? Yes/No
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Under this method, the manager prepares lists of
statements of very effective and ineffective behavior of anemployee. These critical incidents or events represent theoutstanding or poor behavior of employees on the job .
July 20 – Mr. Paul patiently attended to the majorcustomers complaint. He is polite, prompt, enthusiastic in
solving the customers’ problem. On the other hand the bad critical incident may appear asunder:
September 28 – Mr. Paul stayed 45 minutes over on hisbreak during the busiest part of the day. He failed toanswer the store manager’s call thrice.
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Essay Method
This method asked managers / supervisors to describe
strengths and weaknesses of an employee’s behavior.
Confidential 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.
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A process whereby the superior and subordinates of theorganization 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.
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Psychological Appraisals:
When psychologists are used for evaluations, they asses an
individual’s potential. The appraisal consists of in-depth
interviews, psychological tests, discussions with supervisors
and a review of other evaluations.
Assessment Centre
This not a technique of performance appraisal by itself. In fact,
this is a system or organization where assessment of several
individual is done by experts by using various techniques.
These techniques used role playing, case studies etc.