Final Performance Appraisal

8/2/2019 Final Performance Appraisal

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Performance Appraisal

By : Siddharth Senapati


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Meaning

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL


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Introduction

Performance appraisal is the step where

the management finds out how effective

it has been at hiring and placing

employees .

A Performanceappraisal is a process ofevaluating an employees performance of

a job in terms of its requirements.


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Definition

It is the process of evaluating the

performance of employees, sharing that

information with them & searching for ways to

improve their performance.


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Performance Management

A four step process

Step 1: Performance Planning andCommunication

Step 2: Coaching/Feedback

Step 3: Performance Review

Step 4: Staff Development


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Objectives of Performance Appraisal (I)

Employee

concrete and tangible particulars about

their work.

Assessment of performance.

focus on

Personal development. work satisfaction.

Involvement in the organization.


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Objectives of Performance Appraisal

(II)Organization

Measuring the efficiency

Maintaining organizational control.

Focus on

Mutual goals of the employees & the

organization.

Growth & development Increase harmony & enhance effectiveness


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PERFORMANCE

P- PURPOSE

E- EMPOWERMENT

R- RELATIONSHIPS

F- FLEXIBILITY

O- OPTIMAL

R- RECOGNITION & REWARD

M- MORALE


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Process

Taking corrective standard

Setting performance standards

Communicating standard

Measuring standards

Comparing standards

Discussing results


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Diagram


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Methods of Performance Appraisal

1.Ranking employees by pairedcomparison Method

2.Graphic or Linear Rating Scales3.Forced choice method4.Forced distribution method5.Critical Incident method6. Group appraisal method


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Ranking employees by paired comparison Method

AS compared to A B C

A + - +

B - + -

C + - +

Person rated


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Graphic or Linear Rating Scales

In this scale we can measure the

accurate point of improvement

for any candidate.

This rating is usually done by

number line system


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Forced choice method

Criteria Rating

1.Regularity on the job Most Least

Always regular

Inform in advance for delay

Never regular

Remain absent

Neither regular nor irregula


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method


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method


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Group appraisalmethod


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Rating ScalesBehavioral Anchored RatingScales


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Issues in appraisalsystemFormal and informal

What methods? Whose performance?

When to evaluate? Who are the raters?What to evaluate? What problems?

How to solve ???

Appraisal

Design


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Final Performance Appraisal

Documents

Transcript of Final Performance Appraisal