Transcript
Performance Appraisal :
Performance Appraisal (PA) refer to all those procedures that are used to evaluate the personality, performance, potential of its group members .
It is a formal & systematic evaluation of the individual with respect to his performance on the job.
Characteristics It is a step by step process It examine the employee strengths and
weaknesses Scientific and objective study Ongoing and continuous process Secure information for making correct
decisions on employees
Needs and Objectives: Provide feedback about employee Diagnose the S & W of individuals Provide coaching, counseling, career
planning to subordinates Develop positive relation and reduce
grievance Facilitates research in personnel management Provide database
Relationship between job analysis and performance appraisal:
Job analysis Performance Performance
standards appraisal
Describes work
& Personnel
requirement
of a job
Translate job into levels orto acceptableor unacceptableperformance
Describes the Job relevant strengths and weakness ofeach individual
Steps in performance appraisal
Establishing job standards
Designing an appraisal programme
Appraise performance
Performance interview
Use appraisal datafor appropriate purpose
Process of PASetting
performancestandardsTaking corrective
actions
Discussingresults
Comparing standards
MeasuringPerformance
Communicatingstandards
Performance Appraisal Methods Individual Evaluation Methods
Confidential report Essay evaluation Critical incidents Checklists Graphic rating scale Behaviorally anchored rating scale MBO
Critical Incident methodEx: A fire, sudden breakdown, accident
Workers reaction scale
A informed the supervisor immediately 5B Become anxious on loss of output 4C tried to repair the machine 3D Complained for poor maintenance 2E was happy to forced test 1
Checklist method
Simple checklist method:
Is employee regular Y/NIs employee respected by subordinate Y/NIs employee helpful Y/NDoes he follow instruction Y/NDoes he keep the equipment in order Y/N
Graphic Rating Scale
Employee name_________ Deptt_______Rater’s name ___________ Date________------------------------------------------------------------------------
Exc. Good Acceptable Fair Poor 5 4 3 2 1 _
DependabilityInitiativeOverall outputAttendanceAttitudeCooperationTotal score
Group Appraisal Ranking Paired comparison Forced distribution Field review technique
Performance Appraisal Methods
Ranking method
Employee Rank
A 2
B 1
C 3
D 5
E 4
Forced Distribution Method
10% 20% 40% 20% 10%
poor Belowaverage
average good Excellent
No. of employees
Force distribution curve
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