Professional Documents
Culture Documents
Performance Appraisal: Click To Edit Master Subtitle Style
Performance Appraisal: Click To Edit Master Subtitle Style
PERFORMANCE APPRAISAL
6/5/12
Process by which an organization measures and evaluates an individual employees behavior and accomplishments for a defined period of employment
6/5/12
done by an employee To set a standard that can be used to judge future performance Help a manager motivate employees and improve their performance 6/5/12 Strengthen communication
how they are doing and this is a good way for them to learn
Let the employee know
weaknesses of the individuals so as to identify the training and development needs of the future.
6/5/12
What to measure?
Technical Attributes
Knowledge and Application Achievement of targets Other quantifiable results
Soft Skills
Personal Traits
pas/dar/sibichen/4/08
clear idea of where the company is going contributes to goals of the company
Employees understand how their job Employees and their supervisor agree on
6/5/12
Requirements (cont.)
Employees are given the needed training to
ensure they have the skills to perform their work about their performance on a regular basis not just at formal appraisal times performance appraisal
6/5/12
6/5/12
Multirater Assessment
RATING SCALES
In this system the employee is given a numerical rating. This rating can be given on a graphic rating scale with the supervisor simply making a mark on the scale that rates the employee.
6/5/12
Under this method the appraiser ranks the employees by comparing one employee with all other employees in the group, one at a time.
6/5/12
Employees performance in specific situations are evaluated and a number of these incidents are used in the overall rating of the employee.
6/5/12
The supervisor uses a list of descriptive statements and marks the statement that most closely describes the employee. Statements are for specifically defined aspects of a job.
6/5/12
MANAGEMENT BY OBJECTIVE
The employee is appraised according to how well they have reached agreed to goals. Employee and supervisor must agree on measurable objectives and how they will be met.
6/5/12
360-DEGREE OR MULTIRATERREVIEW-FEEDBACK
team members, subordinates, and sometimes customers along with supervisors. A study by William M. Mercer reports that more than 40% of companies will use this method by the end of 1997.
6/5/12
Appropriate weightages
pas/dar/sibichen/4/08
Weightages depend on the Department andsubordinates (10% to 20%) nature of work From
From peer group (only when in a functional
peer network; not for supervisory level officers functionally not connected) (0% to 10%)
From customers/clients (Front-end work: 20%
Halo Effect : It is the tendency of the raters to depend excessively on the rating of one trait or behavioural consideration in rating all other traits. The Error of Central Tendency : Some raters follow play safe policy in rating by rating all the employees around the middle point of the rating scale and they avoid rating the people at both the extremes of the scale. The Leniency and Strictness: The leniency bias crops when some raters have a tendency to be
6/5/12
Most part of the appraisal is based on subjectivity. Less reliability and validity of the performance appraisal techniques. Absence of inter-rater reliability.
6/5/12
Problems of Performance q Supervisors lack that tact of offering Appraisal suggestions constructively to subordinates.
q Supervisors were often confused due to too
6/5/12
Thank you
6/5/12