Process of Performance Appraisal:
1. Establishing Performance standards
2. Communicating the standards
3. Measuring the actual performance
4. Discussing Results
5. Decision Making
Establishing performance standards:
1. The first step in the process of performance appraisal is the setting up of the standards which will be used as the base to compare the actual performance of the employee.
2. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goal and objectives.
3. The standards set should be clear, easy understandable and measurable .
Communicating the standards:
1. The standards once set it is the responsibility of the management to communicate the standards to all the employees of the organization.
2. This will help them to understand their roles and to know what exactly is expected from them.
3. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
Measuring the actual performance:
1. The most difficult part of the Performance appraisal process is measuring the actual performance.
2. It is a continuous process which involves monitoring the performance throughout the year.
3. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
Discussing Results:
1. The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening.
2. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching the goal
3. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.
1. Establishing Performance standards
2. Communicating the standards
3. Measuring the actual performance
4. Discussing Results
5. Decision Making
Establishing performance standards:
1. The first step in the process of performance appraisal is the setting up of the standards which will be used as the base to compare the actual performance of the employee.
2. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goal and objectives.
3. The standards set should be clear, easy understandable and measurable .
Communicating the standards:
1. The standards once set it is the responsibility of the management to communicate the standards to all the employees of the organization.
2. This will help them to understand their roles and to know what exactly is expected from them.
3. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
Measuring the actual performance:
1. The most difficult part of the Performance appraisal process is measuring the actual performance.
2. It is a continuous process which involves monitoring the performance throughout the year.
3. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
Discussing Results:
1. The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening.
2. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching the goal
3. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.