Presented by: presented to:1.Rohit Jain Sheljha mam2.shailendra
sharma3. siddharth guptaPRESTIGE INSTITUTE OF MANAGEMENTPerformance
1.What is performance appraisal2.Methods of performance
q. What is performance appraisal
Performance appraisal is also known as employee appraisal is a
method by which the performance of An employee is evaluated in
terms of (Quality,Quantity,cost),also be used to determine any ones
personality,potential of its group members.Classification of
Performance appraisalTraditional method.Modern method.
Classification of Performance appraisal
Performance appraisalTraditional method Modern method 1. Rating
method 1.Assesment centre2. Checklist 2.360 degree feedback3.
Forced view method 3.psychological appraisal 4. Essay evaluation 4.
MBO 5. Critical incident method6. Field review method7.
Confidential report8. Performance test and observation
Traditional Methods of performance appraisal1.Rating scale-The
rating scale consist of several numerical scale,each representing a
job related performance such as how much dependible you are How
much output you produce,attendence,co-operation in work . For
example:Employee name-Ram Sharma Raters name suraj(HR)
Department-Marketing Date-22/11/14 Excellent(1) Good(2)
Acceptable(3) Fair(4) Poor(5)1.Dependibility 22.Attendance 33.Level
of Output 44.Cooperation 4
Traditional methods2.Checklist-Checklist contains a list of
statement in which the rater descibes the on job performance of the
employees.In this the rater gave only two answer of the question
yes or no relates to the employee.For example:1.Is employee regular
Yes2.Is employee follow order NoIn this the performance of employee
is measured in yes or no type answer only then rater send the
report to the HR department then they will evaluate it.
3. Force choice method-The series of statements arranged in the
blocks of two or more are given and the rater indicates which
statement is most or least. The rater is forced to make a choice.
HR department does actual assessment.Favourable qualities earn
credit ,unfavourable qualitites earn reverse. For ex: Most Least1.
Regularity on the job Always regular Most Tell advance about delay
Least Never regular Least
4.Critical incident method-Manager prepares list of statement of
behaviour of very effective and ineffective behaviour of an
employee.Then manager periodically records the critical incident of
employees behaviour.This are some information about different
workers after collecting the information.
Worker statement scaleA Informed the supervisor immediately 4B
Become tense on the loss of output 3C Tried to repair the machine
3D Complained about poor maintanence 2
TRAditional methods5. Field review method-This is an appraisal
done by someone outside employees own department like HR department
or any other department by the way of questioning to
6.Confidential report-It is the descriptive report of an
employee Prepared by the employees immediate supervisor.The report
highlights the strength and weakness of the employee.It is usually
prepared in the government organization.
trAditional methods-7.Performance test and observation-This is
the method by which the observer check the employees skills and
knowledge by giving them the test and question relates to
skills,knowldege in the test.
8.Essay method-In this rater asked to express the strong as well
as weak point of employeess behaviour,overall impression of
performance,capabilities and qualities of performing jobs.
Modern methodsMBO(management by obective).360 degree performance
method.Psychological appraisal.Assesment centres.
Modern MEthods1.Management by objective-It means management by
obejctive andthe perfomance is rated against the achievement of
objective.MBO process goes as under:First step-Establish goals and
desired outcome for each subordinateSecond step-Setting the
performance standard for the employee.Third step-Comparision of
actual goals with the desired outcome.Fourth step-Establish new
goals and new strategies for goals not previously achieved
2. 360 degree feedback- It is a technique through which
systematic collection of performance data about an indiviual
,Group,derived from an immediate supervisor
,stakeholders,customer.In fact anyone who has knowledge about how
an employee does a job may be one of the appraiser.
3.Assesment centre- It is a technique where managers may come
together to have their participation in job related
activitiesevaluated by trainer observers.It is more focused on
observation ofbehaviour across a series of selected exercise or
samples.4.Psychological Appraisal- These appraisals are more
directed to assess employees potential for future performance
rather than the past one. It is done in the form of in-depth
interviews, psychological tests, and discussion with supervisors
and review of other evaluations. It is more focused on employees
emotional, intellectual, and motivational and other personal
characteristics affecting his performance.