performance appraisal - copy
TRANSCRIPT
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4/29/12Performance appraisal &tools for
measuring performance
Muhammed safarNadira
NayanaNithil dasNadheem
nishab
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Performance appraisal
Performance appraisal is a widely usedtechnique to evaluate the people
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Meaning
Performance appraisal is a process ofassessing, summarizing and developing thework performance of an employee
Performance appraisal is the process ofevaluating the personal job performance andhis potential for development
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Definition
performance appraisal is a process ofevaluating an employees performance of a
job in terms of its requirements
Scot, Clothier and Spreigalo Performance appraisal is the systematic ,
periodic and so far as humanly possible, animpartial rating of an employees personality
traits and performance on the job and isdesigned to determine his contribution andrelative worth to the firm
Edwin B Flippo
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features
Performance review
review of potential and development needs
reward reviews
selection process review
Training review
Prevention of grievances
employee motivation
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OBJECTIVES
Work related objectives.
Career development objectives.
Communication.
Organizational objectives.
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LIMITATIONS
Hallo effect:The Hallo error or effect isa tendency to evaluate a person onthe basis of one trait of
characteristic. The appraiser judges aperson on the strength of a specifictrait and does not base his inferenceon his overall performance .
Central tendency: it is the mostcommonly found error in merit rating.
This error arises when the rater is not
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Leniency or Strictness : Theevaluators have their own value systemwhich acts as a standard for evaluation.
Similarity Error: This error arises fromthe mental make up of an evaluator. Theevaluator uses his own trait as a basis forassessing the employees
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Miscellaneous biases
Faulty assumptions
No definite standards
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Psychological blocks: managers considerappraisal as an extra burden, they try to
treat subordinates failure as their own ,dislike to communicate unfavorable reports to
subordinates
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Performanceappraisal process
Establishing standards
Communicating standards to employees
Measuring actual performance
Comparing actual with standards
Discussing reports with employees
Taking corrective actions
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Essentials of an effective appraisalsystem
Mutual Trust and Confidence
Reliability
Validity
Specific Objectives
Standardisation
Training to Appraisers
Feed Back
Individual Difference
Post Appraisal Interview
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METHODS OF PERFORMANCEAPPRAISAL
Traditional methods
Modern methods
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TRADITIONAL METHODS
Unstructured manner
Highly subjective in nature
Useful at lower levels
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METHODS
Ranking method
Paired comparison method
Grading method
Graphic Rating Scales
Check List method
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Critical incident appraisal
Field review method
Confidential report
Essay appraisal method
Group appraisal
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Modern methods
Assessment centre
Human resource accounting
Behaviorally anchored rating scales(BARS)
Management by objectives(MBO)
360 degree performance appraisal.
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