appraising for recognition & reward
DESCRIPTION
appraising , recognisation ,for hrTRANSCRIPT
Unit -6
INTRDUCTION Performance appraisal, also known as
employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.
Important of appraisal Give feedback on performance to employees.
Identify employee training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions: salary increases, promotions,disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administraton
Validate selection techniques and human resource policies to meet federalEqual Employment Opportunity requirements
DIFFERENCE BETWEENPERFORMANCE APPRAISAL Top down assessment.
Annual appraisal meeting.
Use of rating.
Monolithic system.
Focus on quantified objectives.
Often linked to pay.
Bureaucratic- complex paperwork.
Owed by the HR department.
PERFORMANCE MANAGEMENT
Joint process through dialogue.
Continuous review with one or more formal reviews.
Rating less common.
Flexible process.
Focus on value and behaviors as well as objectives.
Less likely to be direct link to pay.
Documentation kept to be minimum.
Owed by line managers.
MODEL OF APPRAISAL
METHODS OF APPRASISAL Essay appraisal :
Narrative description of the employee strength,weakness, past performance and suggestions forimprovement in rater’s own words.
Critical incident appraisal :Key behavior of an employee like “aggressive” or
“imaginative” or “relaxed" but does not tell anything abouthow well the job has been done.
Checklist :Evaluator uses a list of “behavioral description", goes
down the list and give yes or no responses. he checks andticks the items.
Graphic rating scale :The assessor goes down the list of factors and notes
that point along the scale that best describe the employee.
Forced choice:
Among the mentioned statements the rater have to make choice whichstatement is most descriptive of the individual being evaluated.
Behaviorally anchored rating scale( BARS) :
These scales are descriptions of various degrees of behavior relating to anaspect of performance dimension.
Ranking method :Under this method a man is compared with all the other employees
without any specific factors.
Assessment centre method:A group of employees is drawn from different work units.
They work together on an assignment . The employees areevaluated both individually and collectively, under this method,job related characteristics are evaluated to determine employeepotential for promotion.
Human resource accounting method:Competent and well trained employees are a valuable asset of
an organization. Performance is judged in terms of costs andfinancial gains.
Appraisal by objectives:Employees are evaluated by how well they accomplish a
specific set of objectives that have been determined for their job.This method is also known as management by objectives(MBO).
Methods of appraisal
Difference between traditional and modern
performance appraisal methods
CATEGORIES
Guiding values
TRDITIONAL APPRAISAL
Individualistic, control oriented,documentory
SYSTEMATIC MORDERN APPRAISAL
Systematic,Developmental,problem solving.
Leadership styles Directional, evaluative Facilitative, coaching.
Frequencies Occasional. Frequent.
Formalities High Low
Reward Individualistic. Grouped, organizational.
Why Appraisals Are Important
Set goals
Recognize performance
Guide progress
Identify problems
Improve performance
Discuss career advancement
Performance Appraisal : past-oriented
methods Rating scale
Confidential report
Essay evaluation
Critical incident method
Checklists
Forced choice method
Behaviorally anchored rating scale
Ranking
Appraisal System Areas like capability assessment, including
capability gaps and training needs, placement of right people in the right places, career plan, employee motivation etc. are areas receiving scant or no attention.
Most HR Managers go through the performance appraisal in a rather mechanical way and treat them as they treat the plethora of statements that are prepared by banks for submission to various authorities
ex: Presently HR Manager in banks, if there are
any, are clearly not in the know-how of what all
uses a performance appraisal, if done in a
scientific way, can be put to.
A well designed performance appraisal should give
employees answers to questions such as –
What am I expected to do
How well am I doing
What are my strengths and weaknesses
How can I do a better job and
How can I contribute more towards the
organisational goal.
What Performance Appraisal should deliver
• Evaluate goals
• Provide feedback to the appraisee
• Develop valid data for pay and promotion
decisions
• Provide means of putting subordinates on
notice about unsatisfactory performance.
• Enable coaching and developmental goals.
• Develop contacts through discussions with
subordinates.
• Motivate subordinates through recognition and
support.
• Strengthen supervisor-subordinate relation.
• Diagnose individual and organisational
problems.
How Managers can apply the systems
approach
The system view looks at factors such as-
Relation with the environment
The efficiency with which the org. transforms inputs
into outputs
The clarity of internal communications.
The level of conflict among the group
The degree of job satisfaction
Groups’ and Teams’ Contributions to Organizational Effectiveness
Approaches to measuring organizational
effectiveness
External resource approach
Internal systems approach
Technical approach
External resource approach :
A method managers use to evaluate how effectively an organization manages and controls Its external environment
Suppliers
Customers
Competitors
government
Internal systems approach:
• A method that allows managers to evaluate how effectively an organization functions and operates
• Structure
• culture
• Flexibility
• Co-ordination
• Motivation
Technical approach A method managers use to evaluate how efficiently an organization can
convert some fixed amount of organizational resources into finished goods and services
Technical effectiveness is measured in terms of productivity and efficiency (output: input)
Process
technology