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Personal Appraisal

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20 views

Personal Appraisal

Uploaded by

rakeebejaz3030
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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PERSONAL APPRAISAL

Key Concepts

• Performance management

• Performance appraisal

• Appraisal techniques

• Obstacles to effective appraisal

• Evaluation of appraisal
Performance Management

• Performance management is the process of assessing progress

toward achieving predetermined goals. Performance management

include two factors

1. Appraisal

2. feedback
Performance Appraisal

A performance appraisal is a systematic, general and periodic

process that assesses an individual employee's job performance and

productivity in relation to certain pre-established criteria and

organizational objectives.
Components of Appraisal/ purpose of
appraisal
Appraisal has three main components

1. Reward review

2. Performance review

3. Potential review
• Reward review. measures the degree to which an employee deserves performance-
related bonuses. The annual appraisal interview may be seen as an opportunity for the
employee and his or her manager to discuss pay and other rewards.
• Performance review .identifies training needs and validates training methods. An
appraisal system might be used to assess the performance of the employee since the
previous appraisal. One way of doing this is to agree a target or objective for the
individual, and to compare the individual’s actual performance against this objective or
target at subsequent appraisal interview.
• Potential review. as an aid to plan career development and succession(promotion). Staff
appraisal interviews can also be used to discuss the employee’s potential for career
development and promotion. However, to make this discussion meaningful, there has to
be a system of reporting to senior management and making recommendations.
Appraisal Techniques
• Overall assessment. Writes his opinions about the appraisee in the narrative form

• Guided assessment. Required to comment or giving suggestions on specific characteritics.

• Grading or rating scales . Select a value of the level or degree to which an individual

displays a given characteristics e,g good, poor excellent, 1, 2,,3,4 etc

• Behavioural incident methods. Concentrate on employee behaviour

• Results-orientated schemes. This review performance against specific standards and

targets.
New Appraisal Technique

New techniques have been developed over the years to aim at monitoring

the appraisee’s effectiveness from various perspectives or viewpoints

• Upward appraisal,. subordinates appraise his manager’s peformance

• Customer appraisal

• 360 appraisal. Also known as multi source feedback in which employee

receive confidential feedback from the people who work around there
• Self appraisal. Self assessement or self evaluation
Appraisal Interview is related with the
feedback
An appraisal interview is a formal discussion process between an

employee and his/her manager. It is one of the best ways for an

employee to increase productivity and change work habits.


Maier’s approaches of appraisal interview

• Tell and Sell Approach. The so-called tell and sell method involves

the appraiser explaining how the assessment is to be undertaken,

gaining acceptance for the evaluation and improvement plan.

Interpersonal skills are important with this approach to motivate the

appraisee.
• Tell and Listen Approach. An alternative approach is the ‘tell and listen’ method,
where the appraisee is invited to respond to the way that the interview is to be
conducted. This requires counselling skills and careful encouragement to allow
the appraisee to participate fully.
• Problem solving Finally, there is the problem-solving method, where a more
helpful approach is taken which concentrates on the work problems of the
appraisee, who in turn is encouraged to think through any problems. After the
interview, both parties should agree on any actions to be taken, an agreed action
plan on improvement, and methods of monitoring progress and appropriate
feedback
The documents for an appraisal interview
• The job description
• Records of previous appraisal
• Self assessment form
• The employee’s HR record
Obstacles to Effective Appraisal

• The halo effect(appraiser gives a favorable rating about the job

performance of employee)

• The pitchfork effect(appraiser gives a unfavorable rating about the

employee)

• Central tendency(appraiser deliberately all employees as average)

• Leniency or strictness
• Personal bias
• Recency effect (past performance)

• Appraisal targets

• Different reviewer standards

• The contrast effect

• The cluster (group)

• The isolation effect

• The job effect


Other barriers
From book
Appraisal and Monetary Benefits

• Surplus funds available to reward employees rarely depend on the performance

of an individual or team.

• Constant improvement is to be expected of employees as part of their work

• Performance management should be forward looking with regard to future

performance, not just rewarding past behaviour.


Evaluation of Appraisal method

• Relevance of appraisal.

• Fairness and objectivity of appraisal.

• The level of cooperation and collaboration in the appraisal.

• The efficiency of the process.

• The commitment of the organization.

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