performance finalll
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Need for performance appraisal
Provide information needed to decide regardingsalary, promotion etc.
To assess the employees level of commitment
and behavior Provide information helpful tocounsel the subordinate
To prescribe means for employeegrowth and development
To prevent grievances and indisciplinary activities
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Meaning of performance appraisal
Performance appraisal is the process of obtaining,analyzing and recording information about the
relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee.
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Definition of performance appraisal
According to Flippo, a prominent
personality in the field of Human
resources, "performance appraisalis the systematic, periodic and an
impartial rating of an employee¶s
excellence in the matters
pertaining to his present job andhis potential for a better job."
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To review the performance of the employees over a given period of time.
To judge the gap between the actual and the desired performance.
To help the management in exercising organizational control.
Helps to strengthen the relationship and communication between superior ² subordinates and management ² employees.
To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.
To provide feedback to the employees regarding their past performance.
Provide information to assist in the other personal decisions in the organization.
Objectives Of Performance appraisal:
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Purpose of performance
appraisal
AdministrativepurposesDevelopmental
purposes
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W ho will appraise???
360 degree appraisal
Supervisors
Peers
Subordinates
Self appraisal
Customers
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METHODS OF PERFORMANCE
APPRAISAL
1.TRADITIONAL /TRAIT METHODS
2.MODERN /BEHAVIORAL METHODS
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G raphic Rating Scale:
Th is is one of the olde st and the most
commonly use d me th ods for appraisal
use d alongside Essay Appraisal
Me th od. In th is me th od, a printe d form
is use d for mea suring both the qua litya nd the qua ntity of work done by a n
e mployee .The form ha s a graph ic sca le ,
indica ting the va rious deg ree s of a
pa rticula r tra it.
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RANKING METHOD
Ranking is a performance appraisal method
that is used to evaluate employee
performance from best to worst.Manager will compare an employee to
another employee, rather than comparing each
one to a standard measurement.
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Essay Appraisal Method :
Also known as the Free Form Method, it requires adescription of the employee·s performance from the supervisor. This description is the assessment of the employee·s performance based on certain parameters:
a Potential and on the job knowledge.b Attitude, behavioral pattern and perceptions.c Relation with the peers and the
superiors.d Planning, organizing and handlingcapacities in times of need.e Knowledge and understanding of the company·s
policies
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Confidential methods
This method employs confidentiality as it is
a tool to asses performances of its
employees.
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P aired Comparison:
This is a method of comparison where each employee is first compared with
the peers, one at a time, and when all the comparisons are done, the employees are given the
final rankings.
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FORCED DISTRIBUTION
TO ELIMINATE THE ELEMENT OF BIAS FROM THE RATERS RATINGS,
THE EVALUATOR IS ASKED TO
DISTRIBUTE THE EMPLOYEES IN SOME FIXED CATEGORIES OF
RATINGS LIKE ON A NORMAL
DISTRIBUTION CURVE.THE RATER
CHOOSES THE APPROPRIATE
FIT FOR THE
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Checklist method:
This is a way of evaluation in which the rater is
given a checklist containing a description of the
employee behavior on the job. The duty of the
superior is to find out which description best suits
the employee. The checklist contains many
statements which might be appropriate in
describing the employees on the job performance
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Group appraisal Group appraisal In simple words this In simple words this
method advocates the method advocates the assessment assessment of an of an
employee by a group employee by a group of appraisers of appraisers
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THAT WAS A LOAD WASN·T IT HAAAH««.
TOH EK BREAK TO BANTA
HAIN««
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DON·T GO ANYWHERE I·LL BERIGHT BACKWITH YOUR
MOST FAVOURITEPRESENTATIONIN HRM!!!!!!
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BehavioralBehavioral ObservationObservation ScalesScales
Behavioral Observation Scales isfrequency rating of critical incidents
that worker has performed.
Appraiser plays the role of an observer
rather than a judge and providesfeedback to the appraise
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B ehavioral checklist method
A checklist designed with a list
of statements that describe the behavior essential for employee performance
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BEHAVIOURALLY
ANCHORED RATING SCALES
This method used to describe a performance
rating that focused on specific behaviors or sets as indicators of effective or ineffective performance.
It is a combination of the rating scale and critical incident techniques of employee performance evaluation .
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Construction of BARS: Construction of BARS:
STEP-1: COLLECT CRITICAL INCIDENTSSTEP-2: IDENTIFY PERFORMANCE
DIMENSIONSSTEP-3: RECLASSIFICATION OF INCIDENTSSTEP-4: ASSIGNING SCALE VALUE TO THE
INCIDENTSSTEP-5: PRODUCING THE FINAL
INSTRUMENT
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Critical incident Critical incident method method
The critical incidents for performance appraisal is a method
in which the manager writes down positive and negative performance
behavior of employees throughout
the performance period
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Psychological appraisal method Psychological appraisal method
Psychological appraisal consists of-
o
In depth interviews oPsychological tests
o
Consultations and discussions oReviews of other evaluators
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ASSESSMENT
CENTRES
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Potential AppraisalsPotential appr aisal r ef ers to the
appraisal i.e. identif ication of the hiddental ents and skills of a person.
T he person m ig ht or m ig ht not be aware of them.
Potential appraisal is a future ² oriented appraisal whose main objective is to identify and evaluate
the potential of the empl oyees to assume hig her positions and responsibil ities in the org anizational
hierarchy.
Many org anizations consider and use potential
appraisal as a part of the perf ormance appraisal
processes.
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Techniques of potential appraisalTechniques of potential appraisal::
� Self ± appraisals
� Peer appraisals
� Superior appraisals
� MBO
� Psychological and psychometric
tests
� Management games like role playing
� Leadership exercises etc.
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Career planning
and
development
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What does the wordcareer mean????
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WHAT is Career Planning???
Career planning is the process by which one selectscareer goals and the path to these goals.
Career Planning is a lifelong process, its facets as:
�choice of occupation;�job search;
�growth in the job;
�career transition (changing careers).
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The Career Planning processconsists of three phases:
�Self-assessment
�Exploration of work choices
�Identification of a possiblecareer
Process Of Career Planning
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Career Devel opment
CD is those personal
improvements oneundertakes to achieveones personal career plan.
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Steps in career development programme
STEP-1: NEEDS
STEP-2: VISION
STEP-3: ACTION PLAN
STEP-4: RESULTS
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T H A N K Y O U
T H A N K Y O U
T H A N K Y O U
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HAV NA
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