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Performance Appraisal Notes

This document provides an overview of performance appraisal, including definitions, objectives, methods, issues, advantages, and disadvantages. It describes performance appraisal as evaluating employee performance and finding ways to improve it. The objectives are mutual goals for employees and organizations involving growth, development, and effectiveness. Methods include traditional approaches like paired comparisons and modern approaches like assessment centers and behaviorally anchored rating scales. Issues relate to appraisal design, implementation, and potential rater biases. Advantages include motivating better performance through feedback, while disadvantages involve issues like bias, subjective ratings, and perceived unfairness.

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ayushmehtha7
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21 views

Performance Appraisal Notes

This document provides an overview of performance appraisal, including definitions, objectives, methods, issues, advantages, and disadvantages. It describes performance appraisal as evaluating employee performance and finding ways to improve it. The objectives are mutual goals for employees and organizations involving growth, development, and effectiveness. Methods include traditional approaches like paired comparisons and modern approaches like assessment centers and behaviorally anchored rating scales. Issues relate to appraisal design, implementation, and potential rater biases. Advantages include motivating better performance through feedback, while disadvantages involve issues like bias, subjective ratings, and perceived unfairness.

Uploaded by

ayushmehtha7
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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I nde x

About Performance appraisal


Definition
Meaning
Objectives

Process of Performance Appraisal

Methods / Techniques of Performance Appraisal

Traditional
Modern

Issues in Performance Appraisal

Advantages of Performance Appraisal

Disadvantages of Performance
de f I nI t I ons

According to Newstrom, “It is the process of evaluating


the performance of employees, sharing
information with that them and searching
improve their performance’’.
for ways to
MeanIng
Performance appraisal is the step where the
management finds out how effective it has been at
hiring and placing employees .

A “Performance appraisal” is a process of


evaluating an employee’s performance of a job in terms
of its requirements.
objectIves of PerforMance aPPraIsal
According to:
Employee Organization

concrete and tangible


measuring the efficiency
particulars about their work
maintaining organizational
assessment of
control.
performance
Aims
at:
mutual goals of the
Personal development
work satisfaction employees & the organization.
involvement in the growth & development
organization. increase harmony & enhance
effectiveness
Pr oc e ss

Setting
performanc
Taking corrective e standards Communicatin
standards
g standards

Discussin Measurin
g g
results standards
Comparin
g
standards
Me t h ods of
Pe r f or Ma nc e
Traditional Methods Modern Methods
aPPraIsal
1. Paired comparison
1. Assessment Center
2. Graphic Rating scales
3. Forced choice Description 2. Appraisal by Results or
method Management by
4. Forced Distribution Objectives
Method 3. Human Asset
5. Checks lists Accounting
6. Free essay method 4. Behaviorally
7. Critical Incidents Anchored
8. Group Appraisal Rating scales
9.Field Review Method
10.Confidential Report
11.Ranking
R a n k I n g employees by P a I r e d ComparIson Method

For the Trait “Quality of For the Trait “Creativity”


work”

Person rated Person rated


As compared A B C As compared to A B C
to
A - + +
A + - + + - +
+ - +

B
B
- + - - + +
- +
-
- + -

+ - + + - -
C + - + C + + -
Graphc or Linear RatIng

scales
a t t I t ude
0 5 10 15
20
No interest Careless: Interested in Enthusiastic Enthusiastic
In work: In-different work: about job & opinions &
consistent Instructions Accepts fellow- advice
complainer opinions & sought by
others
workers advice of
others
de c I sI v e ne
0 5 10 15 20

Slow to Take Takes Take decisions Take


take decisions decisions in
decisions
decisions after careful promptly consultation withou t
consideration with others
consultation
whose views
he values
F o r c e d ChoIce Method

Criteria Rating

1.Regularity on the job Most Least

• Always regular
• Inform in advance for delay
• Never regular
• Remain absent
• Neither regular nor irregular
Forced DIstrIbutIon Method

No
. 40% 20%
10% 20% 10%
of
em poo Below averag goo Excellent
plo r averag e d
yee e
s Force distribution curve
SpecImen o f S t a f f A s s e s s m e n t F o r m
[ D e s c r I p t I v e E s s a y Ty p e ]
Staff Appraisal
Name . . . . . . . Job Title . . . . . . .
Department . . . . . . . . . . . . Date of Review . . . . . . .
Age . . . . . .. . Years in present job
Section I Appraisal Of Performance
Note to Appraiser
4.Appraisal must cover the period of the preceding 1 2 months
5.Consideration to every function & responsibility of the job
6.An objective factual assessment of an employee’s improvement or
deterioration

Section II Promotability &


Potential Promotability
4.Promotion now
5.Within 2 years
6.Within 5 years
7.Unlikely to
qualify for
promotion

Section III
Cr it ica l I n c i d e n t Me t hod

Ex: A fire, sudden breakdown, accident

Workers Reaction scale

A Informed the supervisor immediately


Become anxious on loss of output
B Tried to repair the machine
Complained for poor maintenance
5
C Was happy to forced test
4
3
D
2
1
E
FIELD REVIEW METHOD

Performanc subordinat peer superio custome


e e s r r
Dimension
Leadership ^ ^

Communication ^ ^

Interpersonal skills ^ ^

Decision making ^ ^ ^

Technical skills ^ ^ ^

Motivation ^ ^ ^
Group A p p r a i s a l Method
MBO P r o c e s s

 Set organizational goals


 Defining performance target
 Performance review
 feedback
B e h a v I o r a l l y A nc h o r e d R a t I ng S c a l e s
Performance Points Behavior
Extremely 7 Can expect trainee to make valuable suggestions
good for increased sales and to have positive
relationships with customers all over the
country.
Good 6 Can expect to initiate creative ideas for improved
sales.
Above average 5 Can expect to keep in touch with the customers
throughout the year.
Average 4 Can manage, with difficulty, to deliver the goods
in time.
Below average 3 Can expect to unload the trucks when asked by
the supervisor.
Poor 2 Can expect to inform only a part of the
customers.
Extremely poor 1 Can expect to take extended coffee breaks &
roam around purposelessly.
360 D e g r e e P e r f o r m a n c e A p p r a i s a l
E x a m p l e s o f 360 D e g r e e P e r f o r m a n c e
A p p r a I s a l Method

These companies are using 360 Degree


Performance Appraisal Method

 Wipro Maruti Udyog


 Infosys HCL Technologies
 Reliance Industries Wyeth Consumer
Health (WCH)
Issues in A p p r a i s a l S y s t e m
Formal and informal

What methods?
Whose performance?

When to evaluate? Appr a i sa l


Who are the raters?
DesIgn

What problems?
What to evaluate?

How to solve?
Cons
tan
t che
ck
indu
ces
emp
lo
ye
e to
perf
orm
bett
er
advantages
dIsadvantages

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