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5/2/12 HR SEMINAR-PERFORMANCE

PERFORMANCE

APPRAISAL

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Presented By:1.AnkitMaheshwari2.Nirbhay Gupta

3.Rupansi5/2/12


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PERFORMANCE

APPRAISAL

Appraisal is the evaluation of worth &quality

-- Performance appraisal is thesystematic

evaluation of the individual with

regardto his or her performance on the job

and

his potential for development--Beach

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Objectives of performance appraisal

Administrativeobjectives

Selfimprovementobjective1. Transfer

2. Wage andsalary

administration

3. Promotion4. Training and

development5. Personnel 3

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Objectives of performanceappraisal

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To effect promotions based oncompetence and

performance.To assess the training and

development needs of employees.

To decide upon a pay scale whereregular pay

scales have not been fixed.

To let the em lo ees know where5/2/

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Need and Importance

Personal Attention

Feedback

Career pathEmployee Accountability

Communicating divisional and

company goals

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PERFORMANCE APPRAISAL

PROCESS

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Methodsofperformanceappraisal

Traditionalmethods

Modernmethods

1. Employeeranking2. Paired

comparison3. Grading4. Forced

distribution5. Forced rating6. Graphic-rating

scales7. Check list

1. Management byobjectives (MBO)2. Behaviourally

anchored ratingscales

3. 360 degreeappraisal

4. Assessmentcenters

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Ranking Method : oldest method of appraisal

Person is ranked based on traits andcharacteristics

Helpful if no. of people is very less

This method has limited value as it isdifficult to assess as human traits and rank

Paired comparison:

Slight variation from rank method as

designed for large groups but this increaseswork also

Each person is compared with other personstaking one at a time

Better comparisons of persons88

TRADITIONAL METHODS

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Grading :

categories of abilities of performance

are defined well in advance andpeople are put into these dependingon their traits and characteristics

It may be like good , average, poor,very poor like grades

Useful for promotion based onperformance

Forced distribution method:

Appraiser is forced to appraise theemployee according to the pattern ofnormal curve 99

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Forced-choice method:

Contains a series of group of

statements Rater checks how effectively the

statement describes each individualbeing evaluated

More objective method

Problems in constructing statements

Check-list method: The rater provides appraisal report

by answering a series of questionsrelated to appraisee

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Critical incidents method:

Only critical incidents and behavior

associated with these incidents aretaken for evaluation

3 steps: a test on noteworthy of job-

behavior is prepared, a group ofexperts assign scale values based ondesirability for the job and checklistof incidents which define good and

bad employee is preparedGraphic scale method: linear

rating scale

Printed appraisal form contains 1111

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Essay method:

Rater assesses the employees on

certain parameters in his own words

Each rater may have his own stylean perception and may be biased

Field Review method: Employee appraised by another

party, usually from HR dept

More objective view in appraisal

No pressure from supervisor

Chances of bias are reduced1212

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Appraisal by results or objectives:

Its the system of evaluation of managerialperformance against the setting andaccomplishing of verifiable objectives

This method draws the its root from MBO

Targets are pre fixed in terms of quantity, itmakes assessment easier.

Behaviorally anchored rating scales (BARS)

method: BARS gets away from measuring subjective

personal traits and instead measuresobservable, critical behaviors that are

related to specific job dimensions 1313

MODERN METHODS

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Assessment Centers:

Developed by German Army in

1930s Test candidates in a social situation,

using a number of assessors and

variety of procedures Multiple trained assessors must be

used

It assess objectively various skillslike interpersonal interaction,creativity, organizing and planning,quality of thinking etc

Its subject to personal biases, 1414

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360 degree Appraisal Besides appraising performance, other talents like

behavior, values, and technical considerations arealso appraised

Superior appraises the employee

Appraisal is also done by peers, sub ordinates,clients, hr dept..

This method works best if the employee concernedmatches the data gathered with his own selfassessment

Employeeself

appraisal

Appraisalby

superior

Appraisal byothers

Appraisal

by

Appraisal bypeers

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POTENTIAL APPRAISAL

To determine an employeeslikelihood to succeed in the new

job, potential appraisal is carried.

Some companies integrate bothpotential and performance

appraisal together but somecompanies do it separately

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Steps..

Determination of the roledimensions for which anemployees potential is to be

appraisedMechanism for appraising these

attributes in an employee should

be determinedAppraisal done in light of various

attributes

Feedback, counseling, training 17175/2/12


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Thank You!!

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Documents

final ppt of ob