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Performance appraisal ppt HRM project final

Performance appraisal ppt HRM project final

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05/18/2013

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Objectives

About Performance appraisal
Meaning
Definition
Process of Performance Appraisal
Modern
Methods / Techniques of Performance
Appraisal
Traditional
Index
Issues in Performance Appraisal
Advantages of Performance Appraisal
Disadvantages of Performance Appraisal
Definitions
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
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 employee’s performance of a ob in
terms of its re!uirements.
Objectives of Performance Appraisal
mplo!ee Organi"ation

measuring the efficiency

maintaining
organi"ational control.

concrete and tangible
particulars about their
wor#

assessment of
performance

mutual goals of the
employees $ the organi"ation.

growth $ development

increase harmony $
enhance effectiveness

Personal development

wor# satisfaction

involvement in the
organi"ation.
According to#
Aims at#
$etting
performance
standards
Ta%ing corrective
standards
Discussing
results
&omparing
standards
Measuring
standards
&ommunicating
standards
Process
%. Paired comparison
&. 'raphic (ating scales
). *orced choice +escription
method
,. *orced +istribution -ethod
.. /hec#s lists
0. *ree essay method
1. /ritical Incidents
2. 'roup Appraisal
3. *ield (eview -ethod
%4./onfidential (eport
%%.(an#ing
%. Assessment /enter
&. Appraisal by (esults or
-anagement by
5bectives
). 6uman Asset
Accounting
,. 7ehaviorally Anchored
(ating scales
Traditional Methods Modern
Methods
Methods of Performance Appraisal
As compared to A
' &
A (
) (
' )
( )
& (
) (
*or the 8rait “9uality of
wor#”
A )
( (
' (
) (
& (
( )
As compared to A
' &
*or the 8rait “/reativity”
+
+
+
+
+
+
+
+ +
-
-
-
-
-
- -
-
-
Person rated Person rated
*an%ing emplo!ees b! paired comparison Method
+raphic or ,inear *ating $cales
Attitude
No
interest
In wor#:
consistent
complaine
r
/areless:
In;different
Instructions
Interested
in wor#:
Accepts
opinions $
advice of
others
<nthusiastic
about ob $
fellow;
wor#ers
<nthusiastic
opinions $
advice
sought by
others
Decisivenes
s
8a#e decisions
in consultation
with others
whose views
he values
=low to
ta#e
decisions
8a#e
decisions
after careful
consideration
8a#es
decisions
promptly
8a#e
decisions
without
consultation
4 . %4 %.
&4
4 . %4 %.
&4
/riteria (ating
%.(egularity on the ob -ost >east
-orced choice
method
?
Always regular
?
Inform in advance for delay
?
Never regular
?
(emain absent
?
Neither regular nor irregular
.o/
of
emplo!ee
s
012
312
412 312
012
poor 'elo5
average
average good xcellent
-orce distribution curve
-orced distribution method
$taff Appraisal
Name . . . . . . . @ob 8itle . . . . . . .
+epartment . . . . . . . . . . . . +ate of (eview . . . . . . .
Age . . . . . .. . Aears in present ob
$ection I Appraisal Of Performance
.ote to Appraiser
%.Appraisal must cover the period of the preceding %& months
&./onsideration to every function $ responsibility of the ob
).An obective factual assessment of an employee’s improvement or
deterioration
$ection II Promotabilit! 6 Potential
Promotabilit!
%.Promotion now
&.Bithin & years
).Bithin . years
,.Cnli#ely to !ualify for promotion
$ection III &areer Development
$ection I7 .otes on Intervie5 5ith emplo!ee
$ection 7 &omments on 6 ndorsement b! *evie5ing
Authorit!
$pecimen of $taff Assessment -orm 8Descriptive ssa!
T!pe9
Ex: A fire, sudden breakdown, accident
Bor#ers (eaction scale
A Informed the supervisor immediately .
7 7ecome anDious on loss of output ,
/ 8ried to repair the machine )
+ /omplained for poor maintenance &
< Bas happy to forced test %
&ritical Incident method
Performance subordinate peers superior
customer
Dimension
>eadership E E
/ommunication E E
Interpersonal s#ills E E
+ecision ma#ing E E E
8echnical s#ills E E E
-otivation E E E
-ield revie5 method
'roup appraisal method
M'O Process

=et organi"ational goals

+efining performance target

Performance review

feedbac#
Performance Points 'ehavior
<Dtremely good1 /an eDpect trainee to ma#e valuable
suggestions for increased sales and to have
positive relationships with customers all over the
country.
'ood 0 /an eDpect to initiate creative ideas for
improved sales.
Above average . /an eDpect to #eep in touch with the customers
throughout the year.
Average , /an manage, with difficulty, to deliver the goods
in time.
7elow average ) /an eDpect to unload the truc#s when as#ed by
the supervisor.
Poor & /an eDpect to inform only a part of the
customers.
<Dtremely poor % /an eDpect to ta#e eDtended coffee brea#s $
roam around purposelessly.
'ehavioral Anchored *ating $cales
)04 degree performance appraisal
These companies are using :;1 Degree
Performance Appraisal Method
xamples of :;1 degree performance
appraisal method

Bipro

Infosys

(eliance Industries

-aruti Cdyog

6/> 8echnologies

Byeth /onsumer
6ealth FB/6G
Issues in appraisal s!stem
Appraisal
Design
-ormal and informal
<hose performance=
<ho are the raters=
<hat problems=
>o5 to solve=
<hat to evaluate=
<hen to evaluate=
<hat methods=
C
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p
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o
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p
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r
f
o
r
m

b
e
t
t
e
r
Advantages
Disadvantages

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