Performance appraisal
Transcript of Performance appraisal
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