Description
The PPT explaining about Performance Appraisal.
?PERFORMANCE
APPRAISAL
“Performance appraisal is the systematic, periodic and impartial rating of an employees excellence in material pertaining to his present job and his potential for a better job “ This definition is given by “Flippo”
• • • • •
Step by step series Systematic examination Scientific and objective study Ongoing process Secure information
•Feedback •Helps to decide wages and salary •To gather strength and weakness •Grievances handling •Helps in taking decisions.
1
The appraisal process begins with the setting up of criteria to be used for a appraising the performance of employees. The criteria should be clear, objective and in writing. Mainly in first step appraisal form is designed and printed .
The performance standards specified in the first steps are communicated and explained to the employees so that they come to know what is expected of them . The standards should be conveyed to the evaluators.
2
3
Once the performance standards are specified and accepted, the next step is the measurement of actual performance. This required the right technique of measurement, identified the internal and external factors influencing the performance and collecting information on result achieve.
Actual performance is compared with the predetermined performance standards . Such comparison will reveal the deviations which may be positive or negative . Positive deviation occur when actual performance exceeds the standards. Negative deviation occurs when actual performance doesn’t exceed the standards.
4
5
The result of appraisal are communicating to and discussed with the employees. Along with the deviations, the reason behind them are also analysis and discuss.
Through mutual decisions with the employees , the steps required to improve performance and identified and initiated. Training, coaching, counseling etc. Are examples of corrective actions that helps to improve performance.
6
PERFORMANCE APPRAISAL METHODS
TRADITIONAL METHODS
MODERN METHODS
•CONFIDENTIAL REPORT •FREE FORM OR ESSAY •STRAIGHT RANKING •PAIRED DISTRIBUTION •FORCED DISTRIBUTION •GRAPHIC RATING SCALES •CHECKLIST METHOD •CRITICAL INCIDENTS •GROUP APPRAISAL
•ASSESSMENT CENTRE •HUMAN RESOURCE ACCOUNTING •360 DEGREE APPRAISAL
1. CONFIDENTIAL REPORT: This is the traditional form of appraisal used in most government organizations. A confidential report is a report prepared by the employees immediate superior. It covers the strengths and weaknesses, main achievements and failures, personality and behavior of the employee. It is a descriptive appraisal used for promotions and transfers of employees. The method focus on evaluating rather than developing the employee.
2. FREE FORM OR ESSAY: Under this method , the evaluator writes a short essay on the employees performance ono give examples the basis of overall impression. The description is expected to be factual and concrete as possible. An essay can provide a good deal of information about the employee. But this method suffers from several drawbacks. First it involves bias as evaluation is not based on specific performance dimensions related to the job. Secondly , the quality of appraisal depends upon the writing ability of the evaluator. Thirdly, it is very time consuming method. Fourthly , it is not possible to compare two essay appraisals due to variations in their lengths and contents.
3. STRAIGHT RANKING METHOD: In this technique, the evaluator assigns relative ranks to all the employees in the same work unit doing the same job. Employees are ranked from the best to the poorest on the basis of overall performance. The relative positions of the employee is reflected in his numerical rank.
STRAIGHT RANKING METHOD
EMPLOYEES
RANK
4. PAIRED COMPARISON METHOD: This is modified form of man to man ranking. Herein, each employee is compared with all others in pairs one at a time. The number of times an employee is judged better than the other determines his rank. Comparison is based on overall performance. This method is easier and simpler than ranking method.
A
B
C
D
E
FINAL RANK
A
_
_
_
+
+
B
+
_
_
+
+
C
+
+
_
+
+
D
_
_
_
_
+
E
_
_
_
_
_
5. FORCED DISTRIBUTION METHOD: In this technique, the rater is required to distribute his rating in the form of a normal frequency distribution. This method is highly simple to understand and easy to apply. It helps to reduce bias involved in straight ranking and paired comparisons. But in this employees are placed in a certain categories like good, average, excellent and below average.
6.CHECKLIST METHOD: It describes the characteristics and performance of employees on the job. It checks the behavior of the employees(positive/negative).
7. CRITICAL INCIDENTS METHOD: In this method supervisor keeps a written record of critical events good or bad and how different employees behave during such events.
8. GROUP APPRAISAL METHOD: Under this method, a group of evaluators assesses the employees. The group determines the standards of performance for the job, measures, actual performance of an employee, analyses the causes of poor performance and offer solutions for improvements in future.
9.GRAPHIC RATING SCALES: The method contains ranking method which is done according to the characteristics relating to the personality and performance of the employees .
1
1.ASSESMENT CENTRE: under this method, groups evaluates all employees both individually and collectively by using stimulation techniques such as role playing, business games and basket exercise. Assessment centre measures interpersonal skills, communicating ability to plan and organize etc.
2
2. HUMAN RESOURCE ACCOUNTING METHOD: HR are a valuable assets of any organisation. This asset can be valued in terms of money . Under this method performance is judged in terms of cost and contribution of employees.
3
360 DEGREE APPRAISAL TECHNIQUE
3. 360 DEGREE APPRAISAL: SUPERIOR
PEER
EMPLOYEE
PEER
SUBORDINATE
doc_147100095.pptx
The PPT explaining about Performance Appraisal.
?PERFORMANCE
APPRAISAL
“Performance appraisal is the systematic, periodic and impartial rating of an employees excellence in material pertaining to his present job and his potential for a better job “ This definition is given by “Flippo”
• • • • •
Step by step series Systematic examination Scientific and objective study Ongoing process Secure information
•Feedback •Helps to decide wages and salary •To gather strength and weakness •Grievances handling •Helps in taking decisions.
1
The appraisal process begins with the setting up of criteria to be used for a appraising the performance of employees. The criteria should be clear, objective and in writing. Mainly in first step appraisal form is designed and printed .
The performance standards specified in the first steps are communicated and explained to the employees so that they come to know what is expected of them . The standards should be conveyed to the evaluators.
2
3
Once the performance standards are specified and accepted, the next step is the measurement of actual performance. This required the right technique of measurement, identified the internal and external factors influencing the performance and collecting information on result achieve.
Actual performance is compared with the predetermined performance standards . Such comparison will reveal the deviations which may be positive or negative . Positive deviation occur when actual performance exceeds the standards. Negative deviation occurs when actual performance doesn’t exceed the standards.
4
5
The result of appraisal are communicating to and discussed with the employees. Along with the deviations, the reason behind them are also analysis and discuss.
Through mutual decisions with the employees , the steps required to improve performance and identified and initiated. Training, coaching, counseling etc. Are examples of corrective actions that helps to improve performance.
6
PERFORMANCE APPRAISAL METHODS
TRADITIONAL METHODS
MODERN METHODS
•CONFIDENTIAL REPORT •FREE FORM OR ESSAY •STRAIGHT RANKING •PAIRED DISTRIBUTION •FORCED DISTRIBUTION •GRAPHIC RATING SCALES •CHECKLIST METHOD •CRITICAL INCIDENTS •GROUP APPRAISAL
•ASSESSMENT CENTRE •HUMAN RESOURCE ACCOUNTING •360 DEGREE APPRAISAL
1. CONFIDENTIAL REPORT: This is the traditional form of appraisal used in most government organizations. A confidential report is a report prepared by the employees immediate superior. It covers the strengths and weaknesses, main achievements and failures, personality and behavior of the employee. It is a descriptive appraisal used for promotions and transfers of employees. The method focus on evaluating rather than developing the employee.
2. FREE FORM OR ESSAY: Under this method , the evaluator writes a short essay on the employees performance ono give examples the basis of overall impression. The description is expected to be factual and concrete as possible. An essay can provide a good deal of information about the employee. But this method suffers from several drawbacks. First it involves bias as evaluation is not based on specific performance dimensions related to the job. Secondly , the quality of appraisal depends upon the writing ability of the evaluator. Thirdly, it is very time consuming method. Fourthly , it is not possible to compare two essay appraisals due to variations in their lengths and contents.
3. STRAIGHT RANKING METHOD: In this technique, the evaluator assigns relative ranks to all the employees in the same work unit doing the same job. Employees are ranked from the best to the poorest on the basis of overall performance. The relative positions of the employee is reflected in his numerical rank.
STRAIGHT RANKING METHOD
EMPLOYEES
RANK
4. PAIRED COMPARISON METHOD: This is modified form of man to man ranking. Herein, each employee is compared with all others in pairs one at a time. The number of times an employee is judged better than the other determines his rank. Comparison is based on overall performance. This method is easier and simpler than ranking method.
A
B
C
D
E
FINAL RANK
A
_
_
_
+
+
B
+
_
_
+
+
C
+
+
_
+
+
D
_
_
_
_
+
E
_
_
_
_
_
5. FORCED DISTRIBUTION METHOD: In this technique, the rater is required to distribute his rating in the form of a normal frequency distribution. This method is highly simple to understand and easy to apply. It helps to reduce bias involved in straight ranking and paired comparisons. But in this employees are placed in a certain categories like good, average, excellent and below average.
6.CHECKLIST METHOD: It describes the characteristics and performance of employees on the job. It checks the behavior of the employees(positive/negative).
7. CRITICAL INCIDENTS METHOD: In this method supervisor keeps a written record of critical events good or bad and how different employees behave during such events.
8. GROUP APPRAISAL METHOD: Under this method, a group of evaluators assesses the employees. The group determines the standards of performance for the job, measures, actual performance of an employee, analyses the causes of poor performance and offer solutions for improvements in future.
9.GRAPHIC RATING SCALES: The method contains ranking method which is done according to the characteristics relating to the personality and performance of the employees .
1
1.ASSESMENT CENTRE: under this method, groups evaluates all employees both individually and collectively by using stimulation techniques such as role playing, business games and basket exercise. Assessment centre measures interpersonal skills, communicating ability to plan and organize etc.
2
2. HUMAN RESOURCE ACCOUNTING METHOD: HR are a valuable assets of any organisation. This asset can be valued in terms of money . Under this method performance is judged in terms of cost and contribution of employees.
3
360 DEGREE APPRAISAL TECHNIQUE
3. 360 DEGREE APPRAISAL: SUPERIOR
PEER
EMPLOYEE
PEER
SUBORDINATE
doc_147100095.pptx