EMPLOYEE APPRAISAL & HR

HR GLOBE CONSULTINGwww.hrglobeconsulting.com

INTRODUCTION

• A tool - measuring the employee’s performance.

• Guiding and managing career development.

• Analyzing employees recent successes and failures.

• Helps in finding if employee can be promoted or requires training.

WHY TO DO PERFORMANCE APPRAISAL????

• Gives employees feedback on performance.• Identify the training needs.• Deciding factor for promotions.• Basis for some decisions like salary hikes,

bonuses etc.• Facilitate communication between employer

& employee.

METHODOLOGIES

MANAGEMENT BY OBJECTIVES

360 DEGREE APPRAISAL

BEHAVIORAL OBSERVATION

SCALE

BEHAVIORALLY ANCHORED

RATING SCALES

MANAGEMENT BY OBJECTIVES

• The term popularized by Peter Drucker.• MBO measures & compares employees performance

with set standards.• Objectives can be set in all domains- - Production - Marketing - Finance - R& D - IT

UNIQUENESS ABOUT MBO• Motivation – increases employee job

satisfaction & commitment.• Better communication & Coordination- that

helps solving problems.• Clarity of goals.• Linking objectives of employee with

organization goals.

MULTI RATER FEEDBACK• A synonym for 360 degree feedback.• Comprehensive appraisal process.• Feedback from anyone who comes in contact

with employee.• Employee involvement in terms of self assessment.• Widely accepted across globe.

FEEDBACK FROM-

SUPERIORS

CUSTOMERS

PEERS

TEAM MEMBERS

SUBORDINATES

BARS• Scale used to rate performance.• Represented with scale from 5-9• Facilitate more accurate rating of employee.• Regarded as a superior method for performance appraisals.

THANK YOU

HR GLOBE CONSULTINGwww.hrglobeconsulting.com