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8/2/2019 Performance App Ppt2[1]...Final
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Performance Appraisal
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Performance AppraisalPerformance appraisal is the process by which
organizations evaluate employee job performance as
per the set standards.
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Who Can perform the
Appraisal??The process can be coordinated by:
Employee (Self Appraisal)
Manager
Peer Appraisal
An outside vendor
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Considering TimingPerformance can be appraised:
Quarterly Half yearly
Annually
After each project is completed
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Need / Uses of Performance Appraisal
Performance Improvement.
Compensation Adjustments. Placement decisions.
Training and development needs.
Career planning and development.
Increases responsibility
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Need of Performance Appraisal
Job design error.
External challenges if any
Chance to list key accomplishments
Provides feedback
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Types of Performance Appraisal
Critical Incident Method
Weighted Checklist Method.
Paired Comparison Method.
Rating Scale Method.
Essay Evaluation Method.
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Types of Performance Appraisal
Behaviorally Anchored Rating Scales
Performance Ranking Method
Management By Objectives (MBO)
360 Degree Performance Appraisal
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The halo effect
The error of central tendency
The leniency and strictness biases
Personal prejudice
The recency effect
Problems with Performance Appraisal
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Problems with PerformanceAppraisal
Rater errors Management Attitudes
Relationship effect
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Performance Appraisal Interviews
Performance review sessions give employees feedback
about their past performance and also the guidelines to
help them do better in the future.
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Effective Performance Appraisal Interviews
The interview should be effective and worthwhile
both for the interviewer and the interviewee.
Make the outcome of the interview as a learning
and development plan for the employee for the
next 6-12 months.
Prepare for the interview.
Use documentation
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Effective Performance Appraisal
Interviews
Emphasize positive aspects of employees
performance. Highlight that the interview is to improve
performance, not to discipline.
Conduct the performance review session in private
with minimum interruptions.
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Effective Performance Appraisal Interviews
Review performance formally at least annually and
more frequently for new employees or those who areperforming poorly
Make criticisms specific, not general and vague
Focus criticisms on performance, not on personalitycharacteristics
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Effective Performance Appraisal Interviews
Stay calm and do not argue with the person being
evaluated
Identify specific actions the employee can take to
improve performance
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Effective Performance Appraisal Interviews
Emphasize your willingness to assist the employees
efforts and to improve performance.
End the interview by stressing the positive aspects of
the employees performance and reviewing plans to
improve performance.
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Follow up for the individual can
include:
A written development plan with goals, timelinesand responsibilities
Progress reports
Additional meetings with manager
Training to build on strengths and address needs
Stretchassignments or job rotations
Coaching
Mentoring
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Conclusion
A well-designed performance appraisal system
supports an integrated human resource strategy
which enables the attainment of organizational
and business goals as well as individual goals.
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Thank You
Any Questions???