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PRESENTATION ON APRAISAL PERFORMANCEPresented to:Presented to: Sir Ahmad Tasman PashaSir Ahmad Tasman PashaPresented by:Presented by: Muhammad QaswarMuhammad Qaswar Roll No. 07-27Roll No. 07-27 BS(IT) 3BS(IT) 3rdrd

Dept. of Computer ScienceDept. of Computer Science


Apraisal PerformenceApraisal Performence

Performance appraisal means evaluating Performance appraisal means evaluating an employees current or past an employees current or past performance relative to the person’s performance relative to the person’s performance slandered performance slandered


PROBLEMS AND SOLUTIONPROBLEMS AND SOLUTIONDealing with rating scale appraisal Dealing with rating scale appraisal

performance some of the performance some of the problems occurproblems occur

• Unclear slanderedUnclear slandered• Hallo effectHallo effect• Central tendencyCentral tendency• Lenienience / strictnessLenienience / strictness• BiasBias


Unclear standeredUnclear standered• An appraisal scale that is too open to An appraisal scale that is too open to

interpretationinterpretationExampleExample

•Good performance & fair Good performance & fair performanceperformance

•Quality of work /creativityQuality of work /creativity

SOLUTIONSOLUTIONDevelop & include descriptive phrase that Develop & include descriptive phrase that

define each traitdefine each trait


Hallo effectHallo effect

– IIn performance appraisal the n performance appraisal the problem that occur where a problem that occur where a supervisor'ssupervisor's rating of a subordinate rating of a subordinate on one trait bias the rating of that on one trait bias the rating of that person on other trait person on other trait

SolutionSolution1.1. Supervisory training alleviate the problemSupervisory training alleviate the problem2.2. Use the right appraisal Use the right appraisal tooltool 3.3. Each tool has its own pros and cons Each tool has its own pros and cons


CENTERAL TENDENCYCENTERAL TENDENCY• A tendency to rate all employees A tendency to rate all employees

the same way , such as rating them the same way , such as rating them all averageall average

SOLUTIONSOLUTION1.1. Ranking method avoid this problemRanking method avoid this problem


Strictness /LeniencyStrictness /Leniency

• The problem that occur when a The problem that occur when a supervisor has tendency to rate all supervisor has tendency to rate all subordinate either high or lowsubordinate either high or low

SOLUTIONSOLUTION1.1. Diary keepingDiary keeping2.2. Video tapeVideo tape


BiasedBiased• The tendency to allow individiedual The tendency to allow individiedual

deference's such as sex age & race the deference's such as sex age & race the appraisal rating employees receivesappraisal rating employees receives

ExampleExample Age: 21-29, 30-39, 40-60Age: 21-29, 30-39, 40-60 Race: concept of black & whiteRace: concept of black & white Sex : concept of male & femaleSex : concept of male & female

SOLUTIONSOLUTION Parameter/ variableParameter/ variable


Legal and ethical issues in Legal and ethical issues in performance appraisalperformance appraisal

• Make sure you know what you mean by Make sure you know what you mean by “successful performance” conduct a job analysis “successful performance” conduct a job analysis to establish the criteria and standard.to establish the criteria and standard.

• In corporate these criteria & standard in to a In corporate these criteria & standard in to a rating instruments.rating instruments.

• Use clearly defined job dimension like (quantity or Use clearly defined job dimension like (quantity or quality) rather than undefined global measure of quality) rather than undefined global measure of job performance like (over al performance ). job performance like (over al performance ).


• Communicate performance standard to Communicate performance standard to employees & to those rating them, in employees & to those rating them, in writing.writing.

• Allow appraisers substantial daily Allow appraisers substantial daily contact with the employees they’re contact with the employees they’re evaluatingevaluating

• Where appropriate, provide corrective Where appropriate, provide corrective guidance to assist poor performers in guidance to assist poor performers in improving their performance.improving their performance.


THANKS

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