final ppt of ob
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5/2/12 HR SEMINAR-PERFORMANCE
PERFORMANCE
APPRAISAL
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Presented By:1.AnkitMaheshwari2.Nirbhay Gupta
3.Rupansi5/2/12
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5/2/12 HR SEMINAR-PERFORMANCE
PERFORMANCE
APPRAISAL
Appraisal is the evaluation of worth &quality
-- Performance appraisal is thesystematic
evaluation of the individual with
regardto his or her performance on the job
and
his potential for development--Beach
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Objectives of performance appraisal
Administrativeobjectives
Selfimprovementobjective1. Transfer
2. Wage andsalary
administration
3. Promotion4. Training and
development5. Personnel 3
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Objectives of performanceappraisal
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To effect promotions based oncompetence and
performance.To assess the training and
development needs of employees.
To decide upon a pay scale whereregular pay
scales have not been fixed.
To let the em lo ees know where5/2/
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Need and Importance
Personal Attention
Feedback
Career pathEmployee Accountability
Communicating divisional and
company goals
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PERFORMANCE APPRAISAL
PROCESS
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Methodsofperformanceappraisal
Traditionalmethods
Modernmethods
1. Employeeranking2. Paired
comparison3. Grading4. Forced
distribution5. Forced rating6. Graphic-rating
scales7. Check list
1. Management byobjectives (MBO)2. Behaviourally
anchored ratingscales
3. 360 degreeappraisal
4. Assessmentcenters
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Ranking Method : oldest method of appraisal
Person is ranked based on traits andcharacteristics
Helpful if no. of people is very less
This method has limited value as it isdifficult to assess as human traits and rank
Paired comparison:
Slight variation from rank method as
designed for large groups but this increaseswork also
Each person is compared with other personstaking one at a time
Better comparisons of persons88
TRADITIONAL METHODS
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Grading :
categories of abilities of performance
are defined well in advance andpeople are put into these dependingon their traits and characteristics
It may be like good , average, poor,very poor like grades
Useful for promotion based onperformance
Forced distribution method:
Appraiser is forced to appraise theemployee according to the pattern ofnormal curve 99
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Forced-choice method:
Contains a series of group of
statements Rater checks how effectively the
statement describes each individualbeing evaluated
More objective method
Problems in constructing statements
Check-list method: The rater provides appraisal report
by answering a series of questionsrelated to appraisee
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Critical incidents method:
Only critical incidents and behavior
associated with these incidents aretaken for evaluation
3 steps: a test on noteworthy of job-
behavior is prepared, a group ofexperts assign scale values based ondesirability for the job and checklistof incidents which define good and
bad employee is preparedGraphic scale method: linear
rating scale
Printed appraisal form contains 1111
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Essay method:
Rater assesses the employees on
certain parameters in his own words
Each rater may have his own stylean perception and may be biased
Field Review method: Employee appraised by another
party, usually from HR dept
More objective view in appraisal
No pressure from supervisor
Chances of bias are reduced1212
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Appraisal by results or objectives:
Its the system of evaluation of managerialperformance against the setting andaccomplishing of verifiable objectives
This method draws the its root from MBO
Targets are pre fixed in terms of quantity, itmakes assessment easier.
Behaviorally anchored rating scales (BARS)
method: BARS gets away from measuring subjective
personal traits and instead measuresobservable, critical behaviors that are
related to specific job dimensions 1313
MODERN METHODS
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Assessment Centers:
Developed by German Army in
1930s Test candidates in a social situation,
using a number of assessors and
variety of procedures Multiple trained assessors must be
used
It assess objectively various skillslike interpersonal interaction,creativity, organizing and planning,quality of thinking etc
Its subject to personal biases, 1414
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360 degree Appraisal Besides appraising performance, other talents like
behavior, values, and technical considerations arealso appraised
Superior appraises the employee
Appraisal is also done by peers, sub ordinates,clients, hr dept..
This method works best if the employee concernedmatches the data gathered with his own selfassessment
Employeeself
appraisal
Appraisalby
superior
Appraisal byothers
Appraisal
by
Appraisal bypeers
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POTENTIAL APPRAISAL
To determine an employeeslikelihood to succeed in the new
job, potential appraisal is carried.
Some companies integrate bothpotential and performance
appraisal together but somecompanies do it separately
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Steps..
Determination of the roledimensions for which anemployees potential is to be
appraisedMechanism for appraising these
attributes in an employee should
be determinedAppraisal done in light of various
attributes
Feedback, counseling, training 17175/2/12
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Thank You!!
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