Ch6 Performance Appraisal 1

8/6/2019 Ch6 Performance Appraisal 1

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Performance appraisal is a formal assessment & rating of

individual by their managers at usually at annual review

meeting

Also termed asPerformance review, Annual review &

Annual appraisal.


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To create and maintain a satisfactory performance level.

To help superiors have a proper understanding of their

subordinates.

To guide the job changes with the help of continuous

ranking.

To facilitate fair and equitable compensation based on

performance.

To provide information for making decisions regarding

lay-off, retrenchment, etc.


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THE

EVALUATION

PROCESS

Establish Performance Standards

Communicate Performance

Expectations To Employee

Measure Actual Performance

Compare Actual Performance With

Standard

Discuss Appraisal With Employee

If Necessary, Initiate CorrectiveAction


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Methods Of Performance Appraisal

Graphic Rating Scales

Ranking Method

Paired Comparison Method

Forced Distribution Method

Forced Choice Distribution

Method

Checklist Method

Essay or Free Form Appraisal

Confidential Report

Critical Incident Method

Behaviorally Anchored Rating

Scales

Assessment Centre

Human Resources Accounting

Management by Objectives

Psychological Appraisals

360 Appraisals

Traditional Methods Modern Methods


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This is the oldest and widest technology.

Judgment of performance is recorded on the scale.

The appraisers supplied with number of forms. These contain number of objectives, behavior & trait based.

The supervisor rates each subordinate by circling or

checking the score that best describes his/her

performance for each trait. The assigned values for the traits are then totaled.


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It attempts to correct a raters tendency to give a

consistently high or low rating to all employees.

The use of this method calls for objective reporting or

minimum subjective judgment.

Several sets of pair phrases or adjectives relating to job

proficiency are provided.

Rater is asked to choose the phrase which is most & least

descriptive of employees. E.g. :-

o Make a little effort and individual instruction.

o Has a cool, even temperament.


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For the trait of Quality Of Work

A Ascompared to B

A B C D E F

A + + + - - +

B - - + + + -

C + + - + - -

D - - + + + +

E + - + - - -


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The individual is rated & distributed along the scale andfixed %.

The employee are assigned to the best and worst end ofthe scale and to the middle.

In this, 5 point scale of job performance is used.

Predetermined percentages are raters are placed inperformance categories.

10% 20% 40% 20% 10%

Poorest Poorer

Than

Average

Average Better

Than

Average

Best


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The rater does not evaluate employee performance.

He supplies the report and the final rating is done by the

personnel department.

E.gs Is the employee really interested in job Yes/No.

Is he respected by his subordinates Yes/No.

Does he keep his temper Yes/No.

Does he properly follow instructions Yes/No.


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It attempts to measure the work performance in terms of

certain events or episodes that occur in connection with

appraisal.

The event is known as critical incident method.


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BARS Behaviorally Anchored Rating Scales.

o Step I : Collect Critical Incidents

o Step II : Identify Performance Dimensions

o Step

III:R

eclassification ofIncidents

o Step IV :Assigning scales values to incidents

o Step V : Producing the Final Instrument.

Develop A Final Instrument :-A subset of behaviorsare used as behavior anchors for the performancedimension.


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Appraiser :- Thorough knowledge about the content/various contents to be

appraised, standard of contents

And who observes the employee while performing a job.

Typical appraisers are :-

Supervisors

Peers

Subordinates

Employees themselves

Users ofService Consultants.

Ponds, HLL, Grasim, Colgate Palmolive, etc. practice 360performance appraisal.


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Human ResourceAccounting deals with cost of and

contribution of human resources to the organization.

Cost of employee includes cost of manpower, planning,

recruitment, selection, induction, placement, training,

development, wages and benefits, etc.

Employee contribution is the money value of theemployee service which can be measured by labour

productivity or value added by Human Resource.


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Setting ofObjectives

DevelopingAction Plan

Establishing CheckPoints Reviews of performance.


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It is a system where assessment of

several individuals is done by various

experts by using various techniques.


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Appraiser

Appraises Name

Position Trainer

Division / Department Technical Location Mumbai

ASSESSMENT FACTORS ASSESSMENT REMARKSPOINT

Personality

Professional Qualification (Related to position)

Conceptual Knowledge(out of 10)

a. Technical(only for Info sec-out of 5)

b. Process(only for Info sec out of 5)

Job Knowledge

Human Skills

Experience (Related to position)

Communication

Self Confidence

Job Stability

Maturity/Attitude

TOTAL POINTS / 100

PERCENTAGE SCORE

Final Comments

RECOMMENDATION ( Please )

Suitable Suitable Not Suitable On Hold on Hold

Signature of Appraiser(s)


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Employee: _____________________________

Date: _____________________Company: _____________________________Position Title: __________________________Review Period: _________________________Office: ________________________________Department: ___________________________From/To: ______________________________

PART A How do rate your previous yrs performance

Excellent Good Average

What were your achievements during the last year?

Describe any projects you have been responsible for which are not in your jobdescription. What results have you achieved?

PART B

I.Specify ways that you feel you met or exceeded job requirements and any reasonswhy.

II

.S

pecify the ways that you feel you did not meet job requirements and any reasonswhy.III.In what specific areas would you like to improve your job performance?IV.What job-related goals would you like to accomplish in the next 6 (12) months?V. How do you see yourself in the company - 2 years from now? In what ways youexpect the organization to support u?

Employees Signature: ____________________Date: ______________________

Reviewers Signature: ____________________Date: ______________________

Reviewers Managers Signature: ____________Date: ______________________


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Documents

Ch6 Performance Appraisal 1