Performance Appraisal

PERFORMANCE
APPRAISAL
Basic problem
at
Amber
…How can we decide
suitable system of
appraisal ???????
Various appraisal systems
 Traditional methods
 Straight line comparision method
 Graphic rating method
 Ranking or grading method .
 Paired comparision method (man to man)
 Forced distribution method
 Critical incident method
 Field review method
 Group appraisal method
 And many more
 Modern methods
 Assessment centre method

 Appraisal by results….(MBO)
 Human Asset Accounting method
 Behaviourly anchored rating scales method.
(BARS)
Graphic rating method.
 Compare individual performance to an absolute
standard.
 Judgments about performance are recorded on a
scale.
 This is the oldest and most widely used technique.
 Appraisers are supplied with printed forms, one for
each employee.
 In continuous order like 0, 1, 2, 3, 4 and 5, the
appraiser assigns the points to each degree.
 Advantages
 Simple to use
 Provides quantitative rating for each employee
 Disadvantages
 Standards may be unclear.
 Halo effect.
 leniency .
 Personal bias
Ranking method
 In this the employees are ranked from best to worst on
some characteristics.
 The rater first finds the employee with the highest
performance and the employee with the lowest
performance in that particular job category.
 And rates the former as the best and the latter as poorest.
 Then the rater selects the next highest and next lowest and
so on until he rates all the employees in that group.
 Advantages
 Simple to use
 Overcomes the problems of graphic scale method
like central tendency.
 Disadvantages
 Standards may be unclear.
 Ratings still not precise.
 Personal bias by rater.
 Lacks to provide quantitative rating.
Modern methods
 Advantage
 Accuracy.
 Overcome central tendency.
 Overcome Halo effect.
 Overcome Personal bias etc etc
 Disadvantage
 Very difficult to develop.
Conclusion
 Every organisation should evaluate each method.
 Go through its advantages and disadvantages.
 Select the method which would suit the purpose best.
 Change if it does not worked according to expectation.
WHAT ARE THE STEPS
THAT YOU WILL TAKE
SERIALLY TO CORRECT
THE SITUATION??
 Part One: Objectives & Purpose
 Identify the purpose and benefits of the
performance appraisal process
 Provide knowledge and tools for conducting a
positive and effective performance appraisal
 Help to be objective, supportive and fair to every
employee
 Establish "next-step" performance goals
 Provide a "best in class" sample performance
appraisal form
 Part Two: Guidelines & Rating
 EXCEPTIONAL - The employee consistently and
significantly exceeds expectations of the job in all areas.
 HIGHLY EFFECTIVE - The employee exceeds expectations
in several areas on a regular basis.
 SOLID PERFORMANCE - The employee consistently
fulfills expectations and at times may exceed expectations.
 NEEDS IMPROVEMENT - The employee’s performance
does not consistently meet expectations. A performance
improvement plan is required.
 NOT EFFECTIVE - Even with additional coaching and
supervision, the employees performance does not meet
expectations. Immediate improvement is required – final notice
should be considered.
 Part Three: Use of Language
 It is the responsibility of higher management to
carefully plan what will be communicated during the
annual performance review.
 Part Four: preparation
 Ask employees to complete a self-evaluation while you are
preparing your own assessment.
 Arrange for a mutually convenient time and location. Ensure
there will be no interruptions.
 Review each performance rating and the facts supporting
each rating.
 Develop an agenda or outline for the discussion beforehand.
 Anticipate reactions. Be prepared to know how you’ll
respond in the event of an employee becoming defensive,
angry, silent, sad or even crying.
 Role play any difficult discussions you may need to prepare
for.
 Part Five: Performance Goals
 Involve the employee
 Determine overall department/team goals and
objectives
 Review current roles and responsibilities for the
job
 Align individual goals with team goals
 Determine measures for success
 Review progress to goal regularly, revise goals as
necessary
 Step Six:
Proper Follow Up

Performance Appraisal

Uploaded by

Copyright:

Available Formats

Performance Appraisal

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Performance Appraisal

Uploaded by

Copyright:

Available Formats

PERFORMANCE

 Assessment centre method

You might also like