METHODS OF PERFOMANCE APPRAISAL
- 1. PRESENTED BY: PRESENTED TO: 1.ROHIT JAIN SHELJHA MAM 2.SHAILENDRA SHARMA 3. SIDDHARTH GUPTA PRESTIGEINSTITUTEOFMANAGEMENT Performanceappraisal
- 2. 1.What is performance appraisal 2.Methods of performance appraisal contents
- 3. Q. WHAT IS PERFORMANCE APPRAISAL Performance appraisal is also known as employee appraisal is a method by which the performance of An employee is evaluated in terms of (Quality,Quantity,cost),also be used to determine any ones personality,potential of its group members. Classification of Performance appraisal 1. Traditional method. 2. Modern method.
- 4. CLASSIFICATION OF PERFORMANCE APPRAISAL Performance appraisal Traditional method Modern method 1. Rating method 1.Assesment centre 2. Checklist 2.360 degree feedback 3. Forced view method 3.psychological appraisal 4. Essay evaluation 4. MBO 5. Critical incident method 6. Field review method 7. Confidential report
- 5. TRADITIONAL METHODS OF PERFORMANCE APPRAISAL 1.Rating scale-The rating scale consist of several numerical scale,each representing a job related performance such as how much dependible you are How much output you produce,attendence,co- operation in work . For example: Employee name-Ram Sharma Raters name – suraj(HR) Department-Marketing Date-22/11/14 Excellent(1) Good(2) Acceptable(3) Fair(4) Poor(5) 1.Dependibility 2 2.Attendance 3 3.Level of Output 4 4.Cooperation 4
- 6. TRADITIONAL METHODS 2.Checklist-Checklist contains a list of statement in which the rater descibes the on job performance of the employees.In this the rater gave only two answer of the question yes or no relates to the employee. For example: 1.Is employee regular Yes 2.Is employee follow order No In this the performance of employee is measured in yes or no type answer only then rater send the report to the HR department then they will evaluate it.
- 7. 3. Force choice method-The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is most or least. The rater is forced to make a choice. HR department does actual assessment.Favourable qualities earn credit ,unfavourable qualitites earn reverse. For ex: Most Least 1. Regularity on the job Always regular Most Tell advance about delay Least Never regular Least poor 10% below average 20% average 20% good 30% excellent 20% poor below average average good excellent
- 8. 4.Critical incident method-Manager prepares list of statement of behaviour of very effective and ineffective behaviour of an employee. Then manager periodically records the critical incident of employees behaviour. This are some information about different workers after collecting the information. Worker statement scale A Informed the supervisor immediately 4 B Become tense on the loss of output 3 C Tried to repair the machine 3 D Complained about poor maintanence 2
- 9. TRADITIONAL METHODS 5. Field review method-This is an appraisal done by someone outside employees own department like HR department or any other department by the way of questioning to individual,groups,superiors e.t.c. 6.Confidential report-It is the descriptive report of an employee Prepared by the employee’s immediate supervisor.The report highlights the strength and weakness of the employee.It is usually prepared in the government organization.
- 10. TRADITIONAL METHODS- 7.Performance test and observation-This is the method by which the observer check the employees skills and knowledge by giving them the test and question relates to skills,knowldege in the test. 8.Essay method-In this rater asked to express the strong as well as weak point of employees’s behaviour,overall impression of performance,capabilities and qualities of performing jobs.
- 11. MODERN METHODS 1. MBO(management by obective). 2. 360 degree performance method. 3. Psychological appraisal. 4. Assesment centres.
- 12. MODERN METHODS 1.Management by objective-It means management by obejctive and the perfomance is rated against the achievement of objective.MBO process goes as under: First step-Establish goals and desired outcome for each subordinate Second step-Setting the performance standard for the employee. Third step-Comparision of actual goals with the desired outcome. Fourth step-Establish new goals and new strategies for goals not previously achieved
- 13. 2. 360 degree feedback- It is a technique through which systematic collection of performance data about an indiviual ,Group,derived from an immediate supervisor ,stakeholders,customer.In fact anyone who has knowledge about how an employee does a job may be one of the appraiser. Employee customer supervisor peers Team members Supplier superiors
- 14. 3.Assesment centre- It is a technique where managers may come together to have their participation in job related activities evaluated by trainer observers.It is more focused on observation of behaviour across a series of selected exercise or samples. 4.Psychological Appraisal- These appraisals are more directed to assess employees potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance.