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    Presented BY Hemlata Saini Isita Kumari Divya Bhawna Bisht

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    Bhawna Bisht
    The document discusses performance appraisal, including its definition, objectives, process, and methods. It defines performance appraisal as evaluating an employee's job performance against requirements. The objectives are to improve employee work standards, communication, and training. Methods discussed include ratings scales, critical incidents, essays, and 360-degree feedback. The document also covers advantages like feedback and motivation, and disadvantages like potential biases.

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    Presented BY Hemlata Saini Isita Kumari Divya Bhawna Bisht

    Uploaded by

    Bhawna Bisht
    99 views25 pages
    The document discusses performance appraisal, including its definition, objectives, process, and methods. It defines performance appraisal as evaluating an employee's job performance against requirements. The objectives are to improve employee work standards, communication, and training. Methods discussed include ratings scales, critical incidents, essays, and 360-degree feedback. The document also covers advantages like feedback and motivation, and disadvantages like potential biases.

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    performance appraisal

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    The document discusses performance appraisal, including its definition, objectives, process, and methods. It defines performance appraisal as evaluating an employee's job performance against requirements. The objectives are to improve employee work standards, communication, and training. Methods discussed include ratings scales, critical incidents, essays, and 360-degree feedback. The document also covers advantages like feedback and motivation, and disadvantages like potential biases.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    99 views25 pages

    Presented BY Hemlata Saini Isita Kumari Divya Bhawna Bisht

    Uploaded by

    Bhawna Bisht
    The document discusses performance appraisal, including its definition, objectives, process, and methods. It defines performance appraisal as evaluating an employee's job performance against requirements. The objectives are to improve employee work standards, communication, and training. Methods discussed include ratings scales, critical incidents, essays, and 360-degree feedback. The document also covers advantages like feedback and motivation, and disadvantages like potential biases.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 25

    1

    PRESENTED BY HEMLATA SAINI ISITA KUMARI

    Phase I
    2

    About Performance Appraisal Definition Meaning Objective Process of Performance Appraisal Methods of Performance Appraisal Traditional Modern Issues in Performance Appraisal

    Advantages of Performance Appraisal


    Disadvantages of Performance Appraisal

    DEFINITION
    3

    According to Newstrom, It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance.

    MEANING
    4

    Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees. A Performance appraisal is a process of evaluating an employees performance of a job in terms of its requirements.

    OBJECTIVES OF PERFORMANCE APPRAISAL


    5

    To enable the employees towards achievement of superior standards of work performance. To increase their future potential and value to the company. To provide feedback regarding their performance and related status.

    To improve communication
    To review and retain the promotional and other training programmes. It serves as a basis for influencing working habits of the employees

    Appraisal Data Is Needed For...

    Assessment of current employee performance

    are performance standards being met? what does the employee need to learn in order to improve current work performance? assessing an employees strengths and weaknesses to determine advancement provides a basis for rational decisions regarding pay adjustments (raises and bonuses) used for decisions in several areas of internal employee relations, including promotion, demotion, termination, layoff, and transfer (transfers, layoffs, terminations) generates data to validate selection criteria assessment data is helpful in building replacement or succession charts

    Training needs

    Career planning and development

    Compensation programs

    Internal employee relations

    Recruitment and selection


    Human resource planning

    HOW OFTEN SHOULD APPRAISALS BE DONE?


    7

    ANNUALLY (Once a year) SEMI-ANNUALLY (every 6 months) QUARTERLY (every 3 months) MONTHLY CONTINUOUSLY

    WHEN SHOULD APPRAISALS BE DONE?


    DO ALL THE APPRAISALS AT ONE TIME A lot of work to do at one time..overworks the supervisor All appraisals cover the same time period DO EACH ONE ON THE EMPLOYEES ANNIVERSARY The appraisal process is spread over the whole year Appraisals are not comparablethey dont cover the same time period

    WHO SHOULD CONDUCT THE APPRAISAL?


    8

    IMMEDIATE SUPERVISOR SUBORDINATES COWORKERS (Peers) OUTSIDERS


    Customers Constituents Consultants

    SELF-APPRAISAL GROUPS or TEAMS

    AN APPRAISER MUST:
    9

    BE AWARE OF THE OBJECTIVES & REQUIREMENTS OF THE EMPLOYEES JOB HAVE THE OPPORTUNITY TO FREQUENTLY OBSERVE THE EMPLOYEE OR HIS/HER WORK BE CAPABLE OF EVALUATING AND RECORDING OBSERVED WORK BEHAVIOR OR PERFORMANCE AVOID OR MINIMIZE POTENTIAL APPRAISAL ERRORS AND BIAS

    PROCESS
    10

    Setting Performance standards

    Taking corrective standards

    Communicatin g standards

    Discussing results
    Comparing standards

    Measurin g standard s

    11

    Methods of Performance Appraisal

    360 Degree Feedback Rating scales Critical incidents Essay Work standards Ranking

    Specimen of Staff Assessment Form [Descriptive Essay Type]


    Staff Appraisal
    Name . . . . . . . Job Title . . . . . . . Department . . . . . . . . . . . . Date of Review . . . . . . . Age . . . . . .. . Years in present job Section I Appraisal Of Performance Note to Appraiser 1. Appraisal must cover the period of the preceding 12 months 2. Consideration to every function & responsibility of the job 3. An objective factual assessment of an employees improvement or deterioration Section II Promotability & Potential Promotability 1. Promotion now 2. Within 2 years 3. Within 5 years 4. Unlikely to qualify for promotion Section III Career Development Section IV
    12

    Notes on Interview with employee Comments on & Endorsement by Reviewing Authority

    Section V

    13

    ISSUES IN APPRAISAL SYSTEM


    Formal and informal What methods?
    Whose performance?

    When to evaluate?

    What to evaluate?

    What problems?

    How to solve?

    ADVANTAGES
    14

    Provide a record of Performance over a period of time Provide an opportunity for a manager to meet and discuss performance Provide the employee with feedback about their performance Provide an opportunity for an employee to discuss issues and to clarify expectations Can be motivational with the support of a good reward & compensation

    DISADVANTAGES
    15

    If not done appropriately, can be a negative experience Very time consuming, especially for a manager Subject to rate errors & biases If not done right can be a complete waste of time Can be stressful for all involved

    Effective Appraisal System


    16

    Job related criteria Performance expectations Standardization Trained appraisers Continuous open communications Performance reviews

    Sample Appraisal Form


    17

    Check out below the appraisal tips for employees. The sample appraisal form given below is to be filled by the employee:
    Employee Name Position/Title Division Evaluation Period Line Manager/Appraiser How would you rate yourself on the

    Attributes
    Quantity of work
    18

    Score

    Max Marks
    10

    Meeting job requirements on a timely basis Quality of work Effectiveness & Accuracy Knowledge of job extent to which the employee knows and demonstrates all phases of assigned work Team Spirit Decision Making Ability Attendance, reliability and dependability Planning and organizational effectiveness Meeting deadlines, managing resources, and balancing tasks. Communication Skills Initiative and creativity Supervisory ability (if applicable)

    10

    10 10 10 10

    10 10 10 10

    19

    What do I consider to be the important abilities that my job requires? What are my major accomplishments for the past year? What have I done for my personal and/or professional development Employers Comments Employee Signature/Date Evaluator Signature/Date Authorized Unit Administrator Signature/Date (if applicable)

    20

    EXAMPLES OF 360 DEGREE PERFORMANCE APPRAISAL METHOD

    These companies are using 360 Degree Performance Appraisal Method Wipro Maruti Udyog HCL Technologies Wyeth Consumer Health (WCH) Infosys Reliance Industries

    Aim of performance appraisal at WIPR


    21

    Give feedback on performance to employees. Identify employee training need. Form a basis for personnel decision: salary increase, promotions, disciplinary actions. Provide the opportunity for organizational diagnosis and development.

    Important factors in 360 degree feedback


    22

    According to Mr. Pratik Kumar, corporate VP HR, WIPRO

    The mission and objective of feedback must be clear. Employee must be involved early. Resources must be dedicated to the process, including top managements time. Confidentiality must be assured. The organization especially top management must be committed to the program.

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