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PA is the method of evaluating the behavior of the employees

in the workplace, normally including both quantitative and

qualitative aspect of the job.

How the employee is performing

How the employee can develop

What the superior can do to make it happen

How the job is going

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• Provide information about the performance ranks. Decision

regarding salary revision, confirmation, promotion and demaotions.

• Provide feedback about level of achievement and behaviour of the

subordinate.

• Provide information which helps to counsel the employees.

• Provide information to diagnose the deficiency of the employees.

• Provide training and development needs of the employees.

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• The performance review must occur atleast once in a year.Some companies review twice in a year.

• However, as a part of Performance Management , the

performance review is a continuing, ongoing activity

• WHO are involved in Performance Appraisal

• The Appraise• The Appraiser

• HR Department

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Graphic Rating Scales: This is the oldest and most widely

method used for performance appraisal. The scales may

specify five points, so a factor such as job knowledge might be

rated 1 (poorly informed about work duties) to 5 (has complete

mastery of all phases of the job).

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Quantity of work: Volume of workunder normal workingconditions

Unsatisfactory(1)

Fair(2)

Satisfactory

(3)

Good(4)

OutStandi

ng

(5)

Quality of work: Neatness,thoroughness and accuracy ofwork Knowledge of job

A clear understanding of the

factors connected with the job

Attitude: Exhibits enthusiasm andcooperativeness on the job

Table: Typical Graphic Rating Scale

Employee Name................... Job title .................Department ......................... Rate ...............

Data ..................................

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This is one of the oldest and simplest techniques of

performance appraisal. In this method, the appraiser ranks the

employees from the best to the poorest on the basis of their

overall performance. It is quite useful for a comparative

evaluation.

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Performance Points Behavior

Extremely good 7 Can expect trainee to make valuable suggestions for

increased sales and to have positive relationships withcustomers all over the country.

Good 6 Can expect to initiate creative ideas for improved sales.

Above average 5 Can expect to keep in touch with the customers throughout

the year.

Average 4 Can manage, with difficulty, to deliver the goods in time.

Below average 3 Can expect to unload the trucks when asked by thesupervisor.

Poor 2 Can expect to inform only a part of the customers.

Extremely poor 1 Can expect to take extended coffee breaks and roamaround purposelessly.

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A better technique of comparison than the straight ranking

method, this method compares each employee with all others

in the group, one at a time. After all the comparisons on the

basis of the overall comparisons, the employees are given the

final rankings.

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Forced ranking is a method of performance

appraisal to rank employee but in order of forced

distribution.

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Another simple type of individual evaluation method

is the checklist.

Is the employee really interested in the task assigned? Yes/No

Is he respected by his colleagues (co-workers) Yes/No

Does he give respect to his superiors? Yes/No

Does he follow instructions properly? Yes/No

Does he make mistakes frequently? Yes/No

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Under this method, the manager prepares lists of

statements of very effective and ineffective behavior of anemployee. These critical incidents or events represent theoutstanding or poor behavior of employees on the job .

July 20 – Mr. Paul patiently attended to the majorcustomers complaint. He is polite, prompt, enthusiastic in

solving the customers’ problem. On the other hand the bad critical incident may appear asunder:

September 28 – Mr. Paul stayed 45 minutes over on hisbreak during the busiest part of the day. He failed toanswer the store manager’s call thrice.

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Essay Method

This method asked managers / supervisors to describe

strengths and weaknesses of an employee’s behavior.

Confidential Report

It is mostly used in government organizations. It is a

descriptive report prepared, generally at the end of every year,

by the employee’s immediate superior. The report highlights

the strengths and weaknesses of the subordinate.

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Modern Methods

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A process whereby the superior and subordinates of theorganization jointly identify its common objectives, define each

individual’s major areas of responsibility.

1. Establishment of Goals

2. Setting the performance standard

3. Actual level of job attainment is compared with the goals

agreed upon.

4. Establishing new goals and new strategies for goals not

previously attained.

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Psychological Appraisals:

When psychologists are used for evaluations, they asses an

individual’s potential. The appraisal consists of in-depth

interviews, psychological tests, discussions with supervisors

and a review of other evaluations.

Assessment Centre

This not a technique of performance appraisal by itself. In fact,

this is a system or organization where assessment of several

individual is done by experts by using various techniques.

These techniques used role playing, case studies etc.

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360 Degree Feedback is a multi - rater feedback system where

an individual is assessed by a number of assessors including

his boss, direct reports, colleagues, internal customers and

external customers

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