P E R F O R M A N C E A P P R A I S A L I N T E R V E I W A N D F E E D B A C K
4 likes676 views
The document discusses performance appraisals, interviews, and feedback. It defines performance appraisals as a systematic way to evaluate employee work and potential. Appraisals provide information for compensation, promotion, training, and personal development decisions. The interview objectives are to clarify expectations and goals, and allow employees to express themselves. Good interviews stick to goals, don't discuss rewards, ask for employee views, and listen to the employee. Feedback is an important part of the process and should be adequately prepared, describe behaviors, be properly timed, and help both parties.
P E R F O R M A N C E A P P R A I S A L I N T E R V E I W A N D F E E D B A C K
- 1. PERFORMANCE APPRAISAL INTERVIEW AND FEEDBACK
- 2. PERFORMANCE APPRAISAL INTERVEIW AND FEEDBACK : RAHUL CHOUDHARY RASHMI PRASAD PRIYA NAGPAL SOURABH BAJPAI GROUP MEMBERS: RASHMI PRASAD SOURABH BAJPAI PRIYA NAGPAL
- 3. PERFORMANCE APPRAISAL It is an systematic and objective way of evaluating both work related behavior and potential of an employee. Helps understand employees abilities, competencies ,relative merit and worth for the organization. Performance appraisals also provide important records for the company . Managers use this information for decisions on raises, promotions, and discipline.
- 4. CHARECTERISTICS: SYSTEMATIC PROCESS NOT A ONE SHOT DEAL NOT AN PAST ORIENTED ACTIVITY NOT JOB EVALUATION NOT LIMITED TO CALLING FOULS
- 5. OBJECTIVES: COMPENSATION DECISION PROMOTION DECISION TRAINING AND DEVELOPMENT FEEDBACK PERSONAL DEVELOPMENT
- 7. APPRAISAL INTERVIEW: Performance appraisal interviews plays a crucial role in internal communication. Most of the research on performance appraisal interviews has focused on strategic aims and interview design, but less attention has been given to the way in which performance appraisal interviews actually take place.
- 8. OBJECTIVES: To let employees know where they stand. Preclarification of expectations from employees. To plan opportunities for future growth. To strengthen the superior-subordinate relationship by mutual agreement of goals. Employees can express themselves on performance related issue.
- 9. STEPS TOWARDS A GOOD APPRAISAL INTERVIEW Stick to goals. Do not discuss rewards . Consistently ask for the employee’s view throughout discussion. . Listen to employee . The successful evaluation is a dialogue. The supervisor must be prepared to listen to the employee, just as the supervisor expects the employee to listen.
- 10. FEEDBACK
- 11. PERFORMANCE APPRAISAL: FEEDBACK Performance appraisal process is incomplete without the feedback given to the employee about his appraisal and his performance. But the way of giving as well as receiving the feedback differs from person to person and their way of handling and their outlook towards the issue. According to a popular saying: "A SUCCESSFUL MAN IS ONE WHO CAN LAY A FIRM FOUNDATION WITH THE BRICKS OTHERS HAVE THROWN AT HIM."
- 12. WORKPLACE FEEDBACK JOB PERFORMANCE WORK RELATED BEHAVIOUR
- 13. THINGS TO BE KEPT IN MIND WHILE GIVING FEEDBACK ADEQUATE PREPRATION DESCRIBE BEHAVIOUR PROPER TIMING HELP BOTH PARTIES
- 15. THANK U !!!! QUESTIONS WELCOME ?????