HUMAN RESOURCE MANGEMENT

PERFORMANCE APPRAISAL

INTRODUCTION

Growth & Development of an organization depends on HR.

PA involves appraisal of quantity of the work as well as personal traits of the employee.

DEFINITION

“performance appraisal means method or

system of employee’s performance appraisal on the basis of necessity of performance being undertaken by the employee.”

- Scot, clothier & spriegal

“Performance appraisal means to ascertain the extent or relative value of an individual’s performance for the organisation “

-Alfred and Beatty

“ frequent systematic and maximum possible neutral evaluations of excellence of employee’s present performance capacity and for better performance his efficiency for future capacity.”

- Edwin B. Flippo

CONCEPT

PROCESSESTABLISH PERFORMANCE STANDARDS

COMMUNICATE PERFORMANCE EXPECTATIONS TO EMPLOYEES

MEASURE ACTUAL PERFORMANCE

COMPARE ACTUAL PERFORMANCE WITH STANDARDS

DISCUSS THE APPRAISAL WITH THE EMPLOYEE

IF NECESSARY, INITIATE CORRECTIVE ACTION

MAIN METHODS1.Management by

objectives(MBO)2.360 degree method3.Forced choice method4.Confidential method

• “ MBO is a comprehensive managerial system that integrates many key managerial activities in a systematic manner consciously directed towards the effective and efficient achievement of organization objectives.”

• “MBO is a result centered non specialist operational managerial process for the effective utilization of material, physical and human resources of the organization by integrating the individual with organization”

MBO

FEATURESParticipation in Setting Goals

‘What’ & ‘How it is’ Systematic & rational technique

Dynamic system

ADVANTAGESMutual agreement & high productivity.

Constantly in view. Co-ordinates the efforts . Motivation to People. Flittering away of efforts and money.

Consistency in decision making.

LIMITATIONS Lack of top management

support. Conflict of opinion. Flexibility to change. Time, Money & Efforts. Lack Of Knowledge.

superiors

membe

rpeers

customer

subordinates

self

MERITSRating by Stakeholders. Self Development. Training & Development

Programmes. Career Planning.

DEMERITSAll the assessors may not have adequate information about the employees .

Time consuming Process. Uncomfortable & Unsecured for employee.

Assessed by Subordinates & Customers.

FORCED CHOICE METHOD

In this method two or more the questions are asked and the assessor is expected to select one of them.

Takes very good care of document, records, tools and equipments.

Demains cool and calm under work pressure.

Has problems in working as a team member,

Can not across his views during discussion.

CONFIDENTIAL METHODIt is mostly used in government organization. It is descriptive report prepared , generally at

the end of year, by the employee’s immediate superior.

The report highlights the strengths an weakness of the subordinate.

The report is not data based. The impressions of the superior about the

subordinate are merely recorded here. It does not offer any feedback to the appraise.

The appraise is not very sure about why his ratings have fallen despite his best efforts.

How to rectify his mistakes , if any on what basis he is going to be evaluated next year.

Report is generally made public and hence no feedback is available.

The subjective analysis of the superior is likely to be hotly contested.

OTHER METHODS Straight ranking method

1. Straight ranking method

Paired comparison method

Paired comparison method

Forced distribution method

Graphic appraisal method

group appraisal method

OTHER METHODSChecklist method

1. Straight ranking method

Human assets accounting

Paired comparison method

Free essay method

Behaviourally anchored rating scales (BARS)

Assessment centre method

THANK YOU

PRESENTED BY: PENTAGRAM

“LET’S MAKE NEW WORLD”