Apprisal Ppt

8/14/2019 Apprisal Ppt

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Competencies, Skills andAttributes in a performance

Appraisal form

By B N Nagaraj


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Performance Appraisal

The Appraisal and career Planning aims at

providing people assets to the organisation

Helps best use of Management resources Provides opportunities for self development

Helps to find out potential employees to grow in

the organisation Helps in identifying Training needs


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Aims of Performance Appraisal

COMPANY NEEDS

1. Achievement in the year against plans

2. Personal traits and skills, strength and

weakness

Potential for growth

Need for training and development


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Aims of Performance Appraisal

MANAGERS NEED

What is expected out of his team

Feed back of strengths and weakness Improve performance and effectiveness

Training need identification

Achievement and self development Potential to grow


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Appraisal Process

A good Appraisal Form is the central core of the appraisalprocess

Have to design separate Appraisal forms for different

levels. Should have different attributes for different levels

Should have scope for self assessment

Should have scope for agreement and disagreement

Training need identification It should be Joint, Participative and Open


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Appraisal Process

Intended to bring Mutual Commitment

between appraiser and appraisee

Fair and Objective Consistency and should not set in bias

and prejudice


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Attributes for different levels

Frame different attributes for different levels

For easy and user friendly form divide the group

of employees to 4 groups. Viz :

Top Management

Senior Management Middle Management

Executives/ Junior Ex/ management staff


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Attributes for different levels

Have not more than 7 attributes / criteria for each level

Explain clearly each attributes in simple terms for the

assessor to understand while rating the employees

To under stand better by the appraiser and apraisee

each attribute to be described with criteria by bullet

points what exactly it means.

There might be same or overlapping attributes for

different levels due to nature of work

Create separate forms for each level with attribute and

criteria under each attribute.


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Attributes forTop Management

First Attribute

PLANNING & STRATEGIC THINKING Short term / long term planning Innovative approach

Identifying new areas


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Second attribute

CONCEPUTAL & ANALYTICL THINKING Statistical data Develop new alternative concept

Research oriented

Carrying Diagnosis / Solutions


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Third attribute

SELF IMAGE & PERSONAL STYLE Confidence level Stimulating others to challenge

Organising ability

Task master

Good listener


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Fourth attribute

MAN MANAGEMENT Team building / Team spirit Concern for others

Training and development

Flexible management style


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Fifth attribute

KEY RESULT AREAS Setting key objectives Prioritization

Targets and achievements

MIS


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Sixth Attribute

GENERAL MANAGEMENT SKILLS Ability to handle crisis Resource management

Communication system

Professionalism


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Seventh Attribute

BUSINESS DEVELOPMENT Entrepreneurial approach Cost and quality effectiveness

Documentation / effective implementation

Developing new ideas and process

Brand image building


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Attributes forSenior Management

First attribute CONCEPTUAL & ANALYTICAL APPROACH Essential data generation

Research Orientation

Planning

Developing alternate solutions


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Second attribute

INITIAVE AND DRIVE Goal setting Proactive behavior

Labour & crisis management

Utilizing opportunities


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Third attribute

MAN MANAGEMENT Responding to subordinates and boss feelings Providing growth opportunities

Training, Coaching & mentoring skills

Tolerance for mistakes & corrections


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Fourth attribute

KEY RESULT AREAS Focus on Key results Best use of resources

Good rapport building

Additional responsibility / aptitude / attitude


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Fifth Attribute

SKILLS AND EFFICIENCY Communication / multi skills Implementation of innovative systems

Accept Change

Deliver on time


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Sixth attribute

CHANGE ORIENTED LEADERSHIP Self confidence Inspiring others

Setting examples

Developing Leadership


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Seventh attribute

BUSINESS DEVELOPMENT Capacity to understand business Cost and quality effectiveness

Self of belongingness

Develop vendors / Alternative resources


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Attributes forMiddle Management

First Attribute COMMUNICATIONAND INFLUENCING SKILLS

Effective Communication skills Good correspondence skills

Positive influencing skills

Usage of electronic media


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Second Attribute

PROBLEM SOLVING SKILLS Resolving problems Developing alternative methods

Developing new technical skills


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Third Attribute

CREATIVE AND ANALYTICAL ABILITY New method of working Logical thinking

Innovation and delegation

unlearning


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Fourth Attribute

ROLE OF A MANAGER Potential to take higher responsibility Planning, Motivating and controlling

Authority and delegation


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Fifth Attribute

BASIC PEOPLE MANAGEMENT Achieving results through people Cordial relationship in the department

Setting Performance goals


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Sixth Attribute

RESOURCES MANAGEMENT Working with available resources Identifying and drawing resources

Prioritizing resources / jobs / work


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Seventh Attribute

TEAM BUILDING AND LEADERSHIP Building teams and working in teams Adaptability and acceptability

Lead by examples

Effective implementation


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Attributes forExecutive /Jr Management

First Attribute JOB KNOWLEDGE & TECHNICAL SKILLS

Understanding the job Problem solving

Technical ability / profession ability


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Second Attribute

DEPENDABILITY Can be relied upon Does not need frequent follow up

Attendance and high level energy

Proactive


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Third Attribute

INTERPERSONAL SKILLS Intra and Inter departmental relationship Co-operation and understanding

Tolerance / stress management

Crisis Management


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Fourth Attribute

INITIATIVE AND RESOURCEFULNESS Ability to take new assignment Finding out new ways of working

Cost and Quality consciousness


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Fifth Attribute

COMMUNICATION SKILLS Ability to express and listen Ability handle company correspondence

Body language

Use of electronic medias


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Sixth Attribute

CREATIVE / ANALYTICAL SKILLS Ability to generate new ideas Systematic way of working / learning

Analyze the data and work on it


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Seventh Attribute

TEAM WORKING AND LEADERSHIP Working with teams Task completion ability

Leading by examples / set examples


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General points to be covered

The said attributes are only guide lines and not exhaustive.

While designing the appraisal forms, in all Appraisal formsother Criteria which are applicable to relevant levels may beincorporated.

Appraisal forms should find place for : Employee Strength Areas of improvement

Hindrance for performance

Assessor comments / Assessee comments Signature of both for having told / understood the feed back


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Rating Scale

Rating may be on any one scale

1 to 10 scale

A,B,C,D,E

Separate Weight age for each attribute depending on the

level

Example : for Managers- ability to manage, planning to

have more weight age. For lower levels ability on job

knowledge / Dependability.


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Assessment

Each Attribute to be assessed separatelyOver all rating is not just sum total of all

attributes An individual may be good in some attributes

and weak in others.While making an over all assessment consider

the required important attributes that level andassess.


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Counseling

All good performance appraisal process endswith good counseling.

The employee should be told about his strengthsand areas of improvement (Feed back).

Have to arrive at amicable consent Should end with WIN- WIN situation and no

heart burns Design separate self assessment form for each

individual for appraisal review.


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Conclusion

HR to Brief all the assessors the dos and dontsbefore assessing a person

Never ridicule, condemn or throw aspersions

Assessment to be done for all the 12 months or 6months, as the case may and not just last monthperformance in mind.

Use critical incidence diary for each person and note

down all good performance / bad performance throughout the year as and when it occurs so that it will beeasy to assess at the end of the year.


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Thank you

B N Nagaraj

Apprisal Ppt

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