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Performance Apraisal

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y Performance Appraisal: concept, significance, process,

y Methods-Graphic rating scales, essays, confidential

report, BARS,360 Degree, etc,y Errors during appraisal, reducing errors.

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PERFORMANCE APPRAISAL

Performance appraisal is a systematic wayof reviewing and assessing the performance of anemployee during a given period of time andplanning for his future.

It involves below three steps:

y Setting work standardsy Assessing employees actual performance

according to these standards

y Offering feedback to the employees.

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y Goal: let employee know where they stand

help improve performance in future job &personal development

improvement by learning & growth

y Focus: past, present and future performance

y Role ofSupervisor:judge, evaluate, counsel,help, guide

y Role ofEmployee: active involvement, justifyor defend position

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Objectives Of Performance appraisal

1. To review the performance of theemployees over a given period of time.

2. To judge the gap between the actual and thedesired performance.

3. To help the management in exercisingorganizational control.

4. Helps to strengthen the relationship andcommunication between superior subordinates and management employees.

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Continued..

5. To diagnose the strengths and weaknesses ofthe individuals so as to identify the trainingand development needs of the future.

6. To provide feedback to the employeesregarding their past performance.

7. Provide information to assist in the otherpersonal decisions in the organization.

8. Provide clarity of the expectations andresponsibilities of the duties to be performedby the employees.

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Continued..

9. To judge the effectiveness of the other humanresource functions of the organization such as

recruitment, selection, training anddevelopment.

10.To reduce the grievances of the employees.

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In shorty It is a powerful tool to regulate, refine

and reward the performance of theemployee.

y It helps to analyze his achievementsand evaluate his contribution towardsthe achievements of the overallorganizational goals.

y By focusing the attention on

performance, performance appraisalgoes to the heart of personnelmanagement and reflects themanagement's interest in theprogress of the employees.

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Purposes of Appraisal

Administrative

Promotion

Increment

Retention

Termination

Recognition

Transfer

Identificationof poor performance

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Developmental

Identification of individual

needs

Training & Development

Identification of individual

strengths and developments

Job rotation

Performance feedback

Determining job assignments

Continued...

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Organisational

HR Planning

Evaluation of HR systems

Determining

organisational needs

Reinforcement oforganisation development

needs

Continued...

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Documentation

Criteria for validation of

research

Documentation for hr

decisions

Helping to meet legal

requirements

Continued...

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Performance Appraisal and Competitive Advantage

Competitiveadvantage

Improvingperformance

Makingcorrect

decisions

Strategyand

behaviorValues

and

behavior

Ensuringlegal

compliance

Minimizingdissatisfactionand turnover

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Who?Who?

SupervisorsSupervisors

SelfSelf

AppraisalAppraisalSubordinatesSubordinates

PeersPeers

Users ofUsers of

servicesservices

ConsultantsConsultants

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When?When?

Formal evaluation

Annual or Biannual

Informal evaluation

Continuous, any time,

at time of need

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Traits or

characteristics

Actual

performance

Training

Needs

Potential

What criteria is used?

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Job analysis and performance appraisal

Job analysis: describes work and personnel

requirement of a particular job

Performance standards: translate jobrequirements into levels of acceptable or

unacceptable performance

Performance appraisal: describe t e jobrelevant stren t s and weaknesses of eacindividual

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Performance appraisal Process

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Objectives of Performance appraisal

Establish Job expectation

Design an appraisal programme

Appraise Performance

Performance Interview

Archive appraisal Data

Use appraisal Data for appropriate Purpose

PerformancePerformance

managementmanagement

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Performance appraisal Process

y Objective of appraisal: Determining the

goal of appraisal. in order to increaseperformance and reduce problems.

y Establish job expectation: Includes

informing the employee what isexpected of him or her on the job

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Design appraisal programme

Appraisaldesign

Formal vs.informal

Whose

performance?

Who arethe raters?

Whatproblems?

How tosolve?

What to

evaluate?

Whatmethods?

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Performance appraisal Process

y Appraise the performance: Measure the performanceaccording to the benchmarks listed in the appraisalprogram designed like quality and quantity of output,presence at work etc.

y Performance management: Its aim is to provide feedback tothe employee about his performance. It includes:

y Performance interview

y Archiving performance data

y Use of appraisal data

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