PERFORMANCE FINALLL

8/7/2019 PERFORMANCE FINALLL

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Need for performance appraisal

Provide information needed to decide regardingsalary, promotion etc.

To assess the employees level of commitment

and behavior Provide information helpful tocounsel the subordinate

To prescribe means for employeegrowth and development

To prevent grievances and indisciplinary activities



Meaning of performance appraisal

Performance appraisal is the process of obtaining,analyzing and recording information about the

relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee.



Definition of performance appraisal

According to Flippo, a prominent

personality in the field of Human

resources, "performance appraisalis the systematic, periodic and an

impartial rating of an employee¶s

excellence in the matters

pertaining to his present job andhis potential for a better job."



To review the performance of the employees over a given period of time.

To judge the gap between the actual and the desired performance.

To help the management in exercising organizational control.

Helps to strengthen the relationship and communication between superior ² subordinates and management ² employees.

To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.

To provide feedback to the employees regarding their past performance.

Provide information to assist in the other personal decisions in the organization.

Objectives Of Performance appraisal:



Purpose of performance

appraisal

AdministrativepurposesDevelopmental

purposes



W ho will appraise???

360 degree appraisal

Supervisors

Peers

Subordinates

Self appraisal

Customers



METHODS OF PERFORMANCE

APPRAISAL

1.TRADITIONAL /TRAIT METHODS

2.MODERN /BEHAVIORAL METHODS



Trait

Methods



G raphic Rating Scale:

Th is is one of the olde st and the most

commonly use d me th ods for appraisal

use d alongside Essay Appraisal

Me th od. In th is me th od, a printe d form

is use d for mea suring both the qua litya nd the qua ntity of work done by a n

e mployee .The form ha s a graph ic sca le ,

indica ting the va rious deg ree s of a

pa rticula r tra it.



RANKING METHOD

Ranking is a performance appraisal method

that is used to evaluate employee

performance from best to worst.Manager will compare an employee to

another employee, rather than comparing each

one to a standard measurement.



Essay Appraisal Method :

Also known as the Free Form Method, it requires adescription of the employee·s performance from the supervisor. This description is the assessment of the employee·s performance based on certain parameters:

a Potential and on the job knowledge.b Attitude, behavioral pattern and perceptions.c Relation with the peers and the

superiors.d Planning, organizing and handlingcapacities in times of need.e Knowledge and understanding of the company·s

policies



Confidential methods

This method employs confidentiality as it is

a tool to asses performances of its

employees.



P aired Comparison:

This is a method of comparison where each employee is first compared with

the peers, one at a time, and when all the comparisons are done, the employees are given the

final rankings.



FORCED DISTRIBUTION

TO ELIMINATE THE ELEMENT OF BIAS FROM THE RATERS RATINGS,

THE EVALUATOR IS ASKED TO

DISTRIBUTE THE EMPLOYEES IN SOME FIXED CATEGORIES OF

RATINGS LIKE ON A NORMAL

DISTRIBUTION CURVE.THE RATER

CHOOSES THE APPROPRIATE

FIT FOR THE



Checklist method:

This is a way of evaluation in which the rater is

given a checklist containing a description of the

employee behavior on the job. The duty of the

superior is to find out which description best suits

the employee. The checklist contains many

statements which might be appropriate in

describing the employees on the job performance



Group appraisal Group appraisal In simple words this In simple words this

method advocates the method advocates the assessment assessment of an of an

employee by a group employee by a group of appraisers of appraisers



THAT WAS A LOAD WASN·T IT HAAAH««.

TOH EK BREAK TO BANTA

HAIN««



DON·T GO ANYWHERE I·LL BERIGHT BACKWITH YOUR

MOST FAVOURITEPRESENTATIONIN HRM!!!!!!







BehavioralBehavioral ObservationObservation ScalesScales

Behavioral Observation Scales isfrequency rating of critical incidents

that worker has performed.

Appraiser plays the role of an observer

rather than a judge and providesfeedback to the appraise



B ehavioral checklist method

A checklist designed with a list

of statements that describe the behavior essential for employee performance



BEHAVIOURALLY

ANCHORED RATING SCALES

This method used to describe a performance

rating that focused on specific behaviors or sets as indicators of effective or ineffective performance.

It is a combination of the rating scale and critical incident techniques of employee performance evaluation .



Construction of BARS: Construction of BARS:

STEP-1: COLLECT CRITICAL INCIDENTSSTEP-2: IDENTIFY PERFORMANCE

DIMENSIONSSTEP-3: RECLASSIFICATION OF INCIDENTSSTEP-4: ASSIGNING SCALE VALUE TO THE

INCIDENTSSTEP-5: PRODUCING THE FINAL

INSTRUMENT



Critical incident Critical incident method method

The critical incidents for performance appraisal is a method

in which the manager writes down positive and negative performance

behavior of employees throughout

the performance period



Psychological appraisal method Psychological appraisal method

Psychological appraisal consists of-

o

In depth interviews oPsychological tests

o

Consultations and discussions oReviews of other evaluators



ASSESSMENT

CENTRES



Potential AppraisalsPotential appr aisal r ef ers to the

appraisal i.e. identif ication of the hiddental ents and skills of a person.

T he person m ig ht or m ig ht not be aware of them.

Potential appraisal is a future ² oriented appraisal whose main objective is to identify and evaluate

the potential of the empl oyees to assume hig her positions and responsibil ities in the org anizational

hierarchy.

Many org anizations consider and use potential

appraisal as a part of the perf ormance appraisal

processes.



Techniques of potential appraisalTechniques of potential appraisal::

� Self ± appraisals

� Peer appraisals

� Superior appraisals

� MBO

� Psychological and psychometric

tests

� Management games like role playing

� Leadership exercises etc.



Career planning

and

development



What does the wordcareer mean????



WHAT is Career Planning???

Career planning is the process by which one selectscareer goals and the path to these goals.

Career Planning is a lifelong process, its facets as:

�choice of occupation;�job search;

�growth in the job;

�career transition (changing careers).



The Career Planning processconsists of three phases:

�Self-assessment

�Exploration of work choices

�Identification of a possiblecareer

Process Of Career Planning



Career Devel opment

CD is those personal

improvements oneundertakes to achieveones personal career plan.



Steps in career development programme

STEP-1: NEEDS

STEP-2: VISION

STEP-3: ACTION PLAN

STEP-4: RESULTS



T H A N K Y O U

T H A N K Y O U

T H A N K Y O U



HAV NA

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