Performance Appraisal

:
Performance Appraisal (PA) refer to all those procedures that are used to evaluate the personality, performance, potential of its group members . It is a formal & systematic evaluation of the individual with respect to his performance on the job.

Characteristics
 

  

It is a step by step process It examine the employee strengths and weaknesses Scientific and objective study Ongoing and continuous process Secure information for making correct decisions on employees

Needs and Objectives:
     

Provide feedback about employee Diagnose the S & W of individuals Provide coaching, counseling, career planning to subordinates Develop positive relation and reduce grievance Facilitates research in personnel management Provide database

Relationship between job analysis and performance appraisal:
Job analysis Performance standards Translate job into levels or to acceptable or unacceptable performance Performance appraisal Describes the Job relevant strengths and weakness of each individual

Describes work & Personnel requirement of a job

Steps in performance appraisal
Establishing job standards Designing an appraisal programme Appraise performance Performance interview Use appraisal data for appropriate purpose

Process of PA
Taking corrective actions Setting performance standards Communicating standards

Discussing results Comparing standards

Measuring Performance

Performance Appraisal Methods

Individual Evaluation Methods  Confidential report  Essay evaluation  Critical incidents  Checklists  Graphic rating scale  Behaviorally anchored rating scale  MBO

Critical Incident method
Ex: A fire, sudden breakdown, accident Workers A B C D E reaction informed the supervisor immediately Become anxious on loss of output tried to repair the machine Complained for poor maintenance was happy to forced test scale 5 4 3 2 1

Checklist method
Simple checklist method:
Is employee regular Is employee respected by subordinate Is employee helpful Does he follow instruction Does he keep the equipment in order Y/N Y/N Y/N Y/N Y/N

Graphic Rating Scale
Employee name_________ Deptt_______ Rater’s name ___________ Date________ -----------------------------------------------------------------------Exc. Good Acceptable Fair Poor 5 4 3 2 1 _ Dependability Initiative Overall output Attendance Attitude Cooperation Total score

Performance Appraisal Methods

Group Appraisal
   

Ranking Paired comparison Forced distribution Field review technique

Ranking method
Employee A B C D E Rank 2 1 3 5 4

Forced Distribution Method

No. of employees 10% 20% 40% 20% 10% Excellent poor Below average good average Force distribution curve

Sign up to vote on this title
UsefulNot useful