Good morning this is Aashika shrestha.

Now I will be continuing with presentation

Behaviorally anchored rating scale also known as bars are the type of performance
management scale that uses behavior ‘statement’ for measuring performance . It is
designed to add the bene t of both qualitative and quantitative information to the
appraisal process . As we know behavior is totally qualitative, we measure it in a rating
scale by which qualitative data is converted to quantitative data with the help of which we
can make any kind of analysis and decision making.
Here we take some unique speci c set of behavior for speci c and individual position .on
the basis of which grading for such positions is done . For example: teaching job , the
example set of behavior for teaching job is they should have explaining power which is the
key aspect of this job, patience level ,able to handle queries ,impartial .on this basis the
grading of teaching job is done.
There is high accuracy as it is very individualized ,minimizes subjectivity
For example customer service representative

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Sirisha will continue with further presentation
 Performance appraisal
Good morning this is Kamal raj Neupane.today I am here with my gap members to present u on the topic performance appraisal.
Here are the content.
Introduction :
Performance appraisal or performance review is a systematic process in which employee performance at work is evaluated in relation to the projects on which employee has worked and his contribution to the organisation. It is
also known as an annual review or performance review.It helps the managers place the right employees for the right jobs, depending on their skills.

PURPOSES OF PERFORMANCE APPRAISAL

• To review the performance of the employees

To judge the gap between the actual and the desired performance
To help the management in exercising organizational control.
To diagnose the training and development needs of the future

• Methods of Performance Appraisal

Absolute method:
Graphic Rating scalle:

It is one of the most popular and simplest technique for appraising performance .it is also known as linear rating scale. In this method, the printed appraisal form is used to appraise each employee. The form lists traits (such as
quality and reliability) and a range of job performance characteristics (from unsatisfactory to outstanding) for each trait and rating is done on the basis of points on the continuum. The common practice is to follow five points scale.

For example :

Graphic rating scale of the employee

Employee name

Department

Job title

The employee is fairly good in attendance .good in sincerity and exellent in dependability .

Thank u

Sushrut will continue with further presentation