GOLDEN VALLEY INTEGRATED CAMPUS

MADANAPALLE

MIRZA SHAFI

MBA, II SEMESTER

ROLL NO : 42

OVERVIEW

Introduction to HRM Definition of HRM Introduction to P.A. Definition of P.A. Objectives Process Contents of P.A. Methods Uses of P.A.

HUMAN RESOURCE MANAGEMENT

INTRODUCTION TO HRM

“Human Resource Management is a process of bringing people and organizations together so that goals of each are met.”

DEFINITION OF HRM

“It is the development of people and not directing the things we build men and women, in turn, they build the products required by us”.

-------- A.R. Appeley

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL

Performance Appraisal (PA) refers to all

those procedures that are used to evaluate the

personality

performance

potential of its group members

DEFINITION OF PA

FLIPPO:

“Performance Appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job."

OBJECTIVES OF PERFORMANCE APPRAISAL

Identify those employees who deserve

promotion

PA is used for career planning

If employees understand their roles well, they are

likely to be more effective on the job

Provide a basis for promotion/ transfer/

termination

OBJECTIVES OF PERFORMANCE APPRAISAL

· Enhance employees’ effectiveness by helping to

identify their strengths and weaknesses and

· Inform them about expected levels of

performance

· Develop inter-personal relationships

PROCESS OF PERFORMANCE APPRAISAL

Establish Performance StandardsCommunicate the StandardsMeasure Actual PerformanceTaking Corrective ActionCompare Actual performance with Standards and Discuss the Appraisal

CONTENTS OF PA Regularity of Attendance Integrity Area of interest Area of suitability Judgement skills Capability for assuming responsibility Level of acceptance by subordinates Honesty and sincerity Knowledge of systems & procedures

CONTENTS OF PA Initiative Technical skills Leadership qualities Ability to grasp new things Creative skills Originality and resourcefulness Self expression: written or oral Ability to work with others Quality of suggestions offered for

improvement

BENEFITS OF PA ( FOR APPRAISEE )

Clear understanding of his strengths and

weaknesses

Increased motivation, job satisfaction,

and self-esteem

Opportunity to discuss work problems

and how they can be overcome

Improved working relationships with

supervisors

BENEFITS OF PA (FOR THE MANAGEMENT ) Identification of performers and non-performers and their

development towards better performance

Opportunity to prepare employees for assuming higher

responsibilities

Identification of training and development needs

Generation of ideas for improvements

Opportunity to improve communication b/w the employees

and management

BENEFITS OF PA (FOR THE ORGANIZATION ) Improved performance throughout the

organization

Creation of a culture of continuous

improvement and success

Conveying the message that people

are valued

Individual Evaluation Method

Multiple-person Evaluation Method

Other Methods

METHODS OF PA

- INDIVIDUAL EVALUATION METHODS

Confidential Report

Essay Evaluation

Critical Incidents

ChecklistsGraphic Rating Scale

Behaviorally Anchored Rating

Scale

Forced Choice Method

ESSAY EVALUATION The rater is asked to express the strong

as well as weak points of employee’s behavior

The rater considers the employee’s : Job knowledge and potential Understanding of company’s programs,

policies, objectives etc Relation with co-workers and

supervisors Planning, organizing and controlling

ability

CHECKLIST

A checklist is a set of objectives or descriptive statements about the employee and his behavior..

Example: Is the employee really interested in the task

assigned? Yes / No

GRAPHIC RATING SCALE

A form is used to evaluate the performance of the employees

A variety of traits may be used in this device, the most common being quality and quantity of work

Easy to understand and use. Permits statistical tabulation of scores of

employees

- MULTIPLE PERSON EVALUATION METHODS

Ranking

Paired Comparison

Forced Distribution

MULTIPLE PERSON EVALUATION METHODS Ranking method: The evaluator rates the employee from

highest to lowest on some overall criteria Paired comparison method: Each worker is compared with all other

employees in a group This method is not applicable

when the group is large

OTHER METHODS

Assessment Centre

Field Review

Technique

HRAGroup

Appraisal

360O APPRAISAL SYSTEM

A systematic collection and feedback of

performance data on an individual or group.

Data is gathered and feed back to the individual

participant.

APPRAISAL INTERVIEW AND FEEDBACK - LET THE EMPLOYEE KNOW WHERE HE STANDS

To help employees do a better job by

clarifying what is expected of them

To plan opportunities for development and

growth

To strengthen the superior-subordinate

working relationship

To provide an opportunity for employees to

express themselves on performance

related issues

PARTICIPANTS

Superiors Peers Direct Reports Customers Self

USES OF PERFORMANCE APPRAISAL

• Performance Improvement.

• Compensation Adjustments.

• Placement decisions.

• Training and development needs.

• Career planning and development.

• Deficiencies in staffing process.

THANK YOU