performance appraisal..............BBS

8/14/2019 performance appraisal..............BBS

1/35

PERFORMANCEAPPRAISAL

BY TEAM- GRYFFINDOR


2/35

THINGS TO BE DISCUSSED

What is performance ?

What is performance appraisal ?

What is performance management ?

Methods of performance appraisal.


3/35

Performance is

defined as thedegree of

accomplishment of

task by anindividual in his job.


4/35

Performance appraisal is the

process of obtaining,

analyzing and recordinginformation about relative

worth of an employee to the

organization.


5/35

Activities which ensure that

goals are consistently being

met in an effective andefficient manner.

Focuses on performance of

the organization, adepartment, processes to

build a product or service,

employees, etc..


6/35

PERFORMANCE MANAGEMENT PROCESS

Administrative Tool

Development Tool


7/35

TECHNIQUES OFPERFORMANCE

APPRAISAL


8/35


9/35

COMMON TRAIT METHOD

OF

APPRAISAL

GRAPHIC RATING SCALE

FORCED CHOICE METHOD

ESSAY EVALUATION METHOD


10/35

GRAPHIC RATING SCALE METHOD

This method requires the

rater to rate the employee

on factors like..

Quantity & quality of work

Job knowledge

Dependability

Punctuality

Attendance


11/35

Graph ic Rating Scale

Employee name_________ Dep't_______

Raters name ___________ Date________

------------------------------------------------------------------------

Exc. Good Acceptable Fair Poor5 4 3 2 1 _

Dependability

Initiative

Overall output

Attendance

Attitude

Cooperation

Total score


12/35

FORCED CHOICE METHOD

In this method appraisal isrequired to assign ranks todifferent attributes of the

employee. These attributes are seemingly

positive, but have differentweights which are unknown tothe appraiser.

Once the attributes are rankedthe HR department applies theweights.


13/35

Forced choice method

DESCRIPTION OF ATTRIBUTES RANK

The employee is sociable. ____

The employee is fast decision maker ____

The employee is open to feedback& criticism ____

The employee is good team-player ____

The employee is motivated by rewards ____

The employee take initiative & is a problem solver. ____

The employee exhibits good leadership skills ____


14/35

ESSAY EVALUATION METHOD

The appraiser prepares a

document describing theperformance of the employee.

It focuses on

job knowledge & potential

of employees

employeesunderstanding of policies,

programs, aims, etc of

the company.

the employees relation

with his/her co-workers &

superiors.

the employees general

planning, organizing &

controlling ability.

the attitudes &

perceptions of employeesin general.


15/35

Essay evaluation form

HR department can design questions as follows and send to line manager forappraising.

1. Please give examples of the employees ineffective behavior

2. Please give examples of the employees effective behavior

3. What steps have been taken (or will be taken) to modify ineffective behavior?

4. Does the jobholders job description need revision? And how to?

5. What are additional comments related to the conditions and circumstances of

effective/ineffective behavior?

6. Jobholders comments


16/35

COMMON BEHAVIORAL METHOD

OF APPRAISAL

CRITICAL INCIDENT METHOD

WEIGHTED CHECKLIST METHOD

BEHAVIORALLY ANCHORED RATINGSCALE METHOD (BARS)

BEHAVIORAL OBSERVATION SCALEMETHOD (BOS)


17/35

CRITICAL INCIDENT METHOD

Appraisal makes a note of allthe critical incidents thatreflects the performance orbehavior of the employeeduring the appraisal period.

This are recorded as & whenthey occur.

This can demonstrate eitherpositive or negative traits of

performance. At the end of the appraisal

period this record forms basisof evaluation of theperformance of the employee.


18/35

Crit ical Inciden t method

Ex: A fire, sudden breakdown, accident

Workers reaction scale

A informed the supervisor immediately 4

B Become anxious on loss of output 3

C tried to repair the machine 2

D Complained for poor maintenance 1


19/35

WEIGHTED CHECKLIST METHOD

In this method rater has torespond yes or no to a set ofquestions which asses theemployees performance &

behavior.

Normally weights are attached toeach of this questions based onwhich the final appraisal of the

employee is calculated.


20/35

CHECKLIST AND WEIGHTED

CHECKLIST

Is the employee really interested in the taskassigned? Yes/No

Is he respected by his colleagues (co-

workers) Yes/No Does he give respect to his

superiors? Yes/No

Does he follow instructionsproperly? Yes/No

Does he make mistakesfrequently? Yes/No


21/35

BEHAVIORALLY ANCHORED RATING SCALE

It concentrates on the behavioral traits

demonstrated by the employee instead of

his actual performance.

It consists of three steps:

Determination of relevant jobdimensions by the manager and the

employee.

Identification of behavioral anchors by

the manager and the employee for

each job dimension.

Determination of scaled values to be

used and grouping of anchors for

each scale value based on

consensus.


22/35

BARS.

Performance

Points

Behavior

Extremely good 7 Can expect trainee to make valuable suggestions forincreased sales and to have positive relationships withcustomers 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 customersthroughout the year.

Average 4 Can manage, with difficulty, to deliver the goods intime.

Below average 3 Can expect to unload the trucks when asked by thesupervisor.

Poor 2 Can expect to inform only a part of the customers.

Extremely poor 1 Can expect to take extended coffee breaks and roamaround purposelessly.


23/35

BEHAVIORAL OBSERVATION SCALE

It is the performance appraisal method

that measures the frequency of observed

behavior.

It is the frequency rating of critical

incidents that worker has performed.


24/35

The example of questionnaires below designed for a Hotel Receptionist

a. Right question, scale of measurement, and scale attribution for GOODBEHAVIOR

SayThank you for your visits to the customer who leaves the hotel

1 (never) 2 3 4 5 (always)

b. Right question and scale attribution, but wrong scale of measurement forBAD BEHAVIOR

Show the "sad face" to the customer

1 (never) 2 3 4 5 (always)

c. Right question, scale of measurement, and scale attribution for BADBEHAVIOR

Show the "sad face" to the customer

1 (always) 2 3 4 5 (never)

d. WRONG QUESTION, Wrong question, scale of measurement, and scaleattribution

Perform an English conversation with foreigner

1 (poor) 2 3 4 5 (very good)


25/35

Note:The difference between b and c questions is on the scale attribution(always for score-5 in b, an never for score-5 in c)

A brief explanation must be provided for each scale in all questions.The details should be made based on the PRELIMINARYOBSERVATION Critical Incident Technique (CIT)is a recommendedtechnique for this purpose).

For example:

Right question, scale of measurement, and scale attribution for BADBEHAVIORShow the "sad face" to the customer1 (always) 2 3 4 5 (never)Where:1 (always) : more than 80% of customer in a day

2 : 60%-79% of customer in a day3 : 40%- 59% of customer in a day4 : 10% -39% of customer in a day5 : 0%-9% of customer in a day


26/35

MANAGEMENT BY

OBJECTIVE (MBO)

HUMAN RESOURCE

ACCOUNTING METHOD

COMMON RESULT BASED APPRAISAL

METHODS


27/35

MANAGEMENT BY OBJECTIVE (MBO)

This method evaluates employeejob performance in terms of theextent to which the employeesachieve each of his/her goalsduring a specified period of times.

The goals are set with the activeparticipation of the employee & hissupervisor.

These goals have to be inalignment with the organizationalgoals & have to contribute to their

achievement .


28/35

PA UNDER A MBO PROGRAMME

Step 1:

Org. goals& standards

Step 2:

Dpt. Goals

& standards

Step 5:

Interim

review

Step 5b:

New inputs are then

provided

Step 5a:

Inappropriate

goals/ standards

deleted

Step 4:

Mutual

agreementStep 3:

Sbt. proposes

goals & standards

Step 3:

Spvr listsgoals & standards

Step 7:

Review org.

performanceStep 6:

Final

review


29/35

HUMAN RESOURCE ACCOUNTING METHOD

It considers employee as a valuable

assets of any organization.

This asset can be valued in

monetary terms.

It deals with cost & contribution ofHRs in the organization


30/35

360 DEGREE FEEDBACK

It is a system or process in

which employees receive

confidential, anonymousfeedback from the people who

work around them.

It is also called "multi-rater

feedback,"


31/35

360 DEGREE FEEDBACK


32/35

CONCLUSION

Training &

Development

Compensation

Career

Planning

P

A


33/35


34/35


35/35

Documents

performance appraisal..............BBS