PRESENTATION ON

PERFORMANCE APPRAISAL

BY: LOUISE AGYEMAN-BARNING

OUTLINE Definition of Performance Appraisal

Why Performance Appraisal (Objectives)

Benefits

Types of Performance Appraisal

Appraisal System to be used by CFZAMBIA

Elements of an Effective Performance Appraisal System

Appraisal Process

Conclusion

PERFORMANCE APPRAISAL

Definition:

Performance appraisal is a process

(often combining both written and oral elements) where management evaluates and provides feedback on an employee’s job performance, including steps to improve or redirect his/her activities where needed

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Performance Appraisal Defined

System of review and

evaluation of job

performance

Assesses

accomplishments and

evolves plans for development

OBJECTIVES

Performance Appraisal seeks to achieve 2 broad objectives

–Developmental Purpose

–Administration Purpose

Developmental Purpose

Provide feedback to employees about their performance and discuss needed changes in; behaviour, skills, attitudes or job knowledge.

To inform on strengths and weaknesses.

Motivate employees to improve performance.

To enhance career development.

Determine training needs

Administrative Purposes

Link reward to performance eg.

Pay Increase

Promotion

Disciplinary Action (Demotion)

Termination of Contract

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Uses of Performance Appraisal

Human resource planning

Recruitment and selection

Training and development

Career planning and

development

Compensation programs

Internal employee relations

Assessment of employee potential

Why Performance Appraisal

(Benefits) Means of improving effectiveness of the organization - employees work behavior and results are aligned with the organization’s goal.

Help employee improve their performance.

Good opportunity to reward/recognize employee for a job well done.

Help assess an employee’s performance against the goals and responsibilities of the job.

Contd.

The basis for which companies can verify and shape job responsibilities in accordance with;

– business trends,

– clear lines of management-employee communication

– re-examination of potentially harmful/useful business practice.

Who Are Performance Raters

They rate or evaluate the employee’s job performance

Supervisors

Self

Peers (co-worker)

Subordinates

Customers (Profit Centers)

Methods of Performance Appraisal

The appraisal system mostly used is the traditional system.

Eg.

–360-Degree feedback

–Behavior based

–Subjective measure

–Trait based etc.

Methods contd.

With the traditional reviews;

The supervisor evaluates the employee - judgment is based on employee’s abilities and performance of tasks as noted in the job description.

Reviews are not done against set targets or objectives.

Sometimes poor performers also benefit from reward systems.

Target-based Performance Appraisal;

Most recent and modern technique of appraising performance

– Clear-cut targets are set permitting both superior and subordinate to compare performance against targets periodically.

– There is the desire to achieve the set targets on the part of the employee.

UNDERSTANDING TARGET

A target is a goal, standard or result to be accomplished within a specific time frame.

Characteristics of a Good Target

A target should be seen as challenging, yet not so difficult as to seem impossible to achieve.

In order to be acceptable, a target must meet certain standard criteria. It should be

SMART

SPECIFIC: So there is clarity as to what must be accomplished/achieved

MEASURABLE: so that every one can determine whether it has been achieved or not.

ACHIEVABLE: must be challenging, yet attainable

REALISTIC: must be achievable in spite of resource and other constraints.

TIME-BOUND: The completion date of the target must be embodied in the target statement.

Additional Characteristics of

Targets

Compatibility Targets should be well-matched with organizational or departmental targets

Action word: A target statement should begin with a verb

Elements of an Effective

Performance Appraisal

Objectives - measurable performance

standard

Provision of Feedback on performance

Objective Assessment

Face-to-Face meeting

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Performance Appraisal Process Plan the Performance

Identify Performance Goals

Communicate Goals

Establish Performance Criteria

Determine:

Responsibility for Appraisal

Appraisal Period

Appraisal Method(s)

Examine Work Performed

Appraise the Results

Conduct Appraisal Interview

Discuss Goals for Next Period

Anticipate and Consider

Problems in PA

Effective PA Systems

Management Support

Coaching and T&D

Appraisal Process

.

Employees will have set goals and objectives at the beginning of the review process.

Goals/Objectives/Targets for HR Unit

Turnaround Time for Various Tasks.

E.g. Payment Of Salaries - time bound

Processing Annual Leave - time bound

Management of Welfare Issues “

Staff Recruitment

Resolving Employee Grievances –

Management of Immigration Issues

Eg. of our processes

ACTIVITIES TURNAROUND TIME

Payment of Staff Salaries By 30th day of each month

Training Program for Sales Personnel on Customer Relations

Completed by ( Specified date)

Management of other Welfare issues eg. Birth, Death

Immediately

Completion of Resolving Employee Grievances

Maximum time allowed? One week?/ 2 months?

CONCLUSION

Performance Appraisal is one of the most effective supervisory tools to communicate expectations, provide feedback, plan work, acknowledge contribution and help employee’s gain the skills needed to be successful in their areas of expertise

THANK YOU FOR YOUR ATTENTION