Performance appraisal
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Performance Appraisal
By :
SUBROTO NATH
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Performance Appraisal(Meaning)
• Finding out the effectiveness by Management
• Evaluating the Employee’s performance in terms of :
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Performance Appraisal(Definition)
According to Newstrom, “It is the
process of EVALUATING the
performance of employees, sharing
that information with them and
searching for ways to improve their
performance’’.
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Purpose of Performance Appraisal
• Goal: Maintain Organizational Productivity
• Results: Organization Productivity Individual Performance
• Methods: Individual Performance Goals
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Steps in Performance Appraisal
Establishing job standards
Designing an appraisal programme
Appraise performance
Performance interview
Use appraisal dataFor appropriate purpose
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Performance Appraisal(Objectives)
• Opportunity to Regularly Discuss Results
• Supervisor Identifies Strengths and Weaknesses
• Fair and Equitable Format
• Basis for Salary/Promotion Recommendations
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Process of Performance AppraisalSetting
performance goals and objectives
Determining key
competencies
Measurement of
performance against the goals and objectives
Measurement of
performance against key competencie
s,
Feedback of results.
Amendment to goals and objectives
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Reasons for Performance Appraisal Compensation "Pay for
Performance" Job Performance
Improvements Feedback to Subordinates Documentation for Decisions Goal Setting - Later
Evaluation Promotion Decisions Identify Training Needs HR Planning
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When to do Performance Appraisal?
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How to do Performance Appraisal?
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What to Evaluate?(Philip Model)
Problem Children
PlannedSeparation
Stars
SocialCitizen
H
L HL
Potential
Performance
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Who perform the Performance Appraisal? Immediate
Supervisor Higher Management
Self-Appraisals Peers (Co-Workers)
Evaluation Teams
Customers “360° Appraisals”
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Supervisor Appraisal
Appraised by Manager
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Self-Appraisal
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Subordinate Appraisal
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Peer Appraisal
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Team Appraisal
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360° Appraisal
Internal Customers
“Boss”
Peers
External Customers
Team Members
Self
(Feedback collected from)
(Using a specially designed tool)
(Anonymously)
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Benefits of Performance Appraisal
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Individual Benefits
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Benefit to the Line/ Manager/Supervisor/Tea
m Leader
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Benefits to the organization
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Problems of Performance Appraisal
• Errors in Ratting
• Incompetence
• Negative Approach
• Multiple Objectives
• Resistance
• Lack of Knowledge
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Performance Appraisal(Methods)
Traditional Modern
• Essay Method• Straight
Ranking Method
• Paired Comparison
• Critical Incident Method
• Field Review• Checklist
Method• Graphics
Rating Scale• Forced
Distribution
• Management by Objectives (MBO)
• 360° Appraisal
• Assessment Centers
• Behaviorally Anchored Rating Scales
• HR Accounting
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Traditional Methods
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Essay Method
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Straight Ranking Method
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Paired comparison
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Critical Incident Method
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Field Review
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Checklist Method
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Graphics Rating Scale
Quantity of work: Volume of work under normal working conditions
Unsatisfactory
(1)
Fair
(2)
Satisfactory
(3)
Good
(4)
OutStan
ding
(5)
Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job
A clear understanding of the factors connected with the job
Attitude: Exhibits enthusiasm and cooperativeness on the job
Table: Typical Graphic Rating ScaleEmployee Name................... Job
title .................Department ......................... Rate ...............
Data ..................................
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Forced Distribution
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Modern Method
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Management by Objectives(MBO)
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360° Appraisal
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Assessment Centers
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Behaviorally Anchored Rating Scales
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HR Accounting
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Issues in Performance Appraisal System
Appraisal Design?
Formal and informal
Whose performance?
Who are the raters?
What problems?
How to solve?
What to evaluate?
When to evaluate?
What methods?
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A good process is the foundation of your success”
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