Performance Appraisal

Prepared by: Regional Training Institute,Jammu

RTI,Jammu

Session OverviewA performance appraisal is a process of evaluating an employees performance of a job in terms of its requirements. Three purposes

RTI,Jammu

Learning objectiveAt the end of the session, the learner will be able to understand the need for performance appraisal, different methods adopted by organizations for appraisal of the performance of their employees and the factors which distort such appraisal.

RTI,Jammu

Basic conceptsWhat is performanceHow are we concerned with effective and efficient performance

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Purpose of Performance AppraisalBasis of Reward allocationsIdentification of areas where development efforts are needed,&Establishment of valid and bias free performance standards

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Performance to play role in motivationPerformance has close relationship to Expectancy theory of motivationEmployees need to know that their performance is being appraised by superiors

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Performance should be:Effective &Efficient

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Appraisal ProcessEstablishment of clear, understandable and measurable performance standardsCommunication of these standards to employeesMeasurement of performanceComparison of performance with standardsInitiation of corrective action

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Common sources of informationPersonal observationStatistical reportsOral reportsWritten reports

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Appraisal methods Against absolute standards Against relative standardsAgainst objectives

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Types of appraisal against absolute standardsEssay appraisalCritical incident appraisalChecklistGraphic rating scaleForced choiceBehaviorally anchored rating scales (BARS)

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Types of appraisal against relative standardsGroup order rankingIndividual ranking

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Appraisal against objectivesImportantObjectives should be tangible, Verifiable and measurable

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Factors that distort appraisalsLeniency errorHalo errorSimilarity errorLow appraiser motivationMisc. biases

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Ethics of appraisalAppraise on the basis of representative, sufficient and reliable

information.

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Ethics of appraisalBe honest on your assessment of all facts you have obtained.Dont write one thing and say anotherDo not accept anothers appraisal without knowing the basis on which it was made.

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Appraisals can be made successful byExistence of an atmosphere of confidence and trust between supervisor and employees.Weightage of performance rather than personality traits Communication of negative appraisals to employees without delay.Training of appraisers

RTI,Jammu

Appraisal Process-a challenging taskAppraising performance touches on the most emotionally charged activity i.e assessment of other individuals contribution and ability.Subordinates perception of his performance overstates managers appraisalAppraisal can have both positive and negative motivational consequences

RTI,Jammu