Performance appraisa l
Download as PPT, PDF0 likes712 views
The document discusses performance appraisal, which is a method used to evaluate employee performance. It outlines both traditional methods like graphic rating scales, ranking, and essay methods as well as modern methods like management by objectives and 360 degree feedback. The key objectives of performance appraisal are to provide feedback to employees on their performance, identify training needs, and assist in decisions around salary, promotion, and career planning by involving the employee, their manager, and HR.
Performance appraisa l
- 2. PA is the method of evaluating the behaviour of the employees in the workplace, normally including both quantitative and qualitative aspect of the job. How the employee is performing How the employee can develop What the superior can do to make it happen How the job is going What is Performance Appraisal
- 3. • Provide information about the performance ranks. Decision regarding salary revision, confirmation, promotion and demotions. • Provide feedback about level of achievement and behaviour of the subordinate. • Provide information to diagnose the deficiency of the employees. • Provide training and development needs of the employees. WHY conduct a Performance Appraisal
- 4. • The performance review must occur atleast once in a year. Some companies review twice in a year. • However, as a part of Performance Management, the performance review is a continuing, ongoing activity. WHEN to conduct a Performance Appraisal
- 5. • Establish a more effective two way communication • Set performance objectives • Help improve current performance • Assess past performance • Provide feedback on performance • Identify training & development needs. • Assist in career planning decisions OBJECTIVES of Performance Appraisal
- 6. • The Appraisee • The Appraiser • HR Department WHO are involved in Performance Appraisal
- 7. Traditional Methods of Performance Appraisal. • Graphic Rating Scales: This is the oldest and most widely method used for performance appraisal. The scales may specify five points, so a factor such as job knowledge might be rated 1 (poorly informed about work duties) to 5 (has complete mastery of all phases of the job).
- 8. Ranking Method • This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation.
- 9. Essay Method • This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior.
- 10. Confidential Report It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employee’s immediate superior. The report highlights the strengths and weaknesses of the subordinate.
- 11. Modern Methods
- 12. MBO A process whereby the superior and subordinates of the organization jointly identify its common objectives, define each individual’s major areas of responsibility. 1. Establishment of Goals 2. Setting the performance standard 3. Actual level of job attainment is compared with the goals agreed upon. 4. Establishing new goals and new strategies for goals not previously attained.
- 14. What is 360 DF? 360 Degree Feedback is a multi - rater feedback system where an individual is assessed by a number of assessors including his boss, direct reports, colleagues, internal customers and external customers
- 15. Internal Customers “Boss” Peers External Customers Team Members Self Feedback collected from Using a specially designed tool Anonymously What is 360 DF?