Transcript
Performance Appraisal!
“Human Resource Management” Project Presentation
PresentersWasif Nawaz Baseer KhanAqib Najeeb
Shahrukh Sheikh Maria Sarfaraz
Submitted to: Dr. Shazia Akhtar
Statement of Discussion
“Performance Appraisal should be multifaceted. Supervisor should be able to evaluate their employees, and employees should be able to evaluate their supervisors, and Customers should evaluate them all”.
Performance Appraisal
Concept Purpose Role of Performance Appraisal in: Motivation Training and Development Recruitment.
360-Degree!
The 360 Evolution
At the beginning it was designed for managers or career development
Now the same evaluation process is used from the CEO down to Maintenance
And both are contributing the each other’s evaluation
Who Uses It? 90 percent of Fortune 1000 companies
In our opinion every CompanySchoolFirmSports TeamEtc…
Should use this system for Improvement
The Types 1. Top-Down Employee
Performance Evaluations
2. Peer-to-Peer Employee Performance Evaluations
3. Down-Top Performance Evaluation
4. Self-Assessment Performance Reviews
External Sources
Top-Down Employee Performance Evaluations
Most Common and Most Effective
Assessment given directly from manager
First-line supervisor can be more effective
Becomes more reliable when supervisors are trained
Self-Assessment Performance Reviews
Employee asked to rate themselves
Helps employee reflect on their performance and be an active part of their review
Discussions on how they feel about their performance
Peer-to-Peer Employee Performance Evaluations
Requires same level employees to review each other
No one knows a worker better than those that work with them
Can cause problems if evaluations get back to employees
Upward Evaluation
Subordinates have a unique, often essential,
perspective
Valuable data on supervisory behaviors
Employees feel they have a greater voice
Anonymity is essential
Need precautions
Customer Evaluation
Survey both Internal and External Customers
Setting Customer Service Standards and measuring against these standards
More appropriate for Evaluating Team
360-Degree Performance Reviews• Customers, Suppliers, Peers, and self
assessment direct reports
• Very effective if kept anonymous
• Every angle is accounted for and gives a true performance picture
Why is 360 Valuable to You? Identifies your strengths and weaknesses
from the perspective of others.
Effective Working environment
Improves your productivity and work relationships with those around you.
Strategic Mission The purpose of doing 360 must be clearly
defined
If the mission is to develop and grow all employees must know that it is all for everyone's improvement
If communication breaks down employees could fear everyone attacking them in the evaluations
Be Careful You cannot be reckless with 360’s!
If there are not clear goals set ahead of time then…The evaluations will have no directionThey will be hard to interpret
It is best to have experts conduct these evaluations to ensure maximum effectiveness
&
Closely evaluated goals
Kept employees accountable for their inputs
Helped their employees to use evaluations accurately
Carefully watch for Gaming
Cont… They find with 360 prejudices related to
AgeGenderRaceReligionOr any other factors
• This has lead to great successes for Intel breach thousands benchmark!
Pros of
More comprehensive system because responses are gathered from multiple perspectives
Feedback from peers and others may increase employee self-development
Pros Continued It may lessen prejudices because the
feedback comes from more people, not just one person
Quality of information is better
It complements TQM initiatives by emphasizing internal/external customers and teams
In case of Dis-agreement
Requires training to work
Employees could give dishonest and invalid feedback
Can Be expensive
Cont..
Complex system in combining all responses
Feedback can be intimidating. Employees could feel like they are being “attacked”
Could be conflicting opinions, but accurate from their own standpoints
Helps individuals and companies improve, grow and developed
Provides honest and unbiased helpful feedback
Increasing individuals performance with 360-degree evaluations will lead to overall success for a firm
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