Performance Appraisal

By :

SUBROTO NATH

Performance Appraisal(Meaning)

• Finding out the effectiveness by Management

• Evaluating the Employee’s performance in terms of :

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’’.

Purpose of Performance Appraisal

• Goal: Maintain Organizational Productivity

• Results: Organization Productivity Individual Performance

• Methods: Individual Performance Goals

Steps in Performance Appraisal

Establishing job standards

Designing an appraisal programme

Appraise performance

Performance interview

Use appraisal dataFor appropriate purpose

Performance Appraisal(Objectives)

• Opportunity to Regularly Discuss Results

• Supervisor Identifies Strengths and Weaknesses

• Fair and Equitable Format

• Basis for Salary/Promotion Recommendations

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

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

When to do Performance Appraisal?

How to do Performance Appraisal?

What to Evaluate?(Philip Model)

Problem Children

PlannedSeparation

Stars

SocialCitizen

H

L HL

Potential

Performance

Who perform the Performance Appraisal? Immediate

Supervisor Higher Management

Self-Appraisals Peers (Co-Workers)

Evaluation Teams

Customers “360° Appraisals”

Supervisor Appraisal

Appraised by Manager

Self-Appraisal

Subordinate Appraisal

Peer Appraisal

Team Appraisal

360° Appraisal

Internal Customers

“Boss”

Peers

External Customers

Team Members

Self

(Feedback collected from)

(Using a specially designed tool)

(Anonymously)

Benefits of Performance Appraisal

Individual Benefits

Benefit to the Line/ Manager/Supervisor/Tea

m Leader

Benefits to the organization

Problems of Performance Appraisal

• Errors in Ratting

• Incompetence

• Negative Approach

• Multiple Objectives

• Resistance

• Lack of Knowledge

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

Traditional Methods

Essay Method

Straight Ranking Method

Paired comparison

Critical Incident Method

Field Review

Checklist Method

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 ..................................

Forced Distribution

Modern Method

Management by Objectives(MBO)

360° Appraisal

Assessment Centers

Behaviorally Anchored Rating Scales

HR Accounting

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?

A good process is the foundation of your success”