Performance Appraisal

Performance Appraisal (PA) refers to all those procedures that are used to evaluate the

• personality • performance • potential of its group members

Data relating to performance assessment of employees are recorded, stored, and used for several purposes. The main purposes of employee assessment are: 1. To effect promotions based on competence and performance 2. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. 3. To assess the training and development needs of employees.

Objectives of Performance Appraisal

   

   

4. To decide upon a pay raise where (as in the unorganized sector) regular pay scales have not been fixed. 5. To let the employees know where they stand insofar as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development. 6. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the rate. 7. Finally, performance appraisal can be used to determine whether HR programmers such as selection, training, and transfers have been effective or not.

 

 

 

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

Methods of Appraisal Past-oriented Methods:
• • • • • • • • • • • • • • •

Rating scales Checklists Forced choice method Critical incident method Field review method Performance tests and observations Annual confidential reports Essay method Cost accounting approach Comparative evaluation approach

• • • •

Future Oriented tests:
• • • • • • • • Management by objective 360-Degree appraisal Psychological appraisals Assessment centers

Who are Raters?
• • • • Immediate Supervisor Subordinates Peers Clients/Customers

What should be rated?

One of the steps in designing an appraisal programme is to determine the evaluation criteria .It is obvious that the criteria should be related to the job. The six criteria for assessing performance are:


1. Quality 2. 4. Quantity 5. 7. Timeliness

4. Cost of Effectiveness 5. 6. Need for supervision 7.
 

6.

Interpersonal impact

Problems in performance appraisal 1.Errors In rating –Halo effects –Stereotyping –Central tendency –Constant error –Personal bias –Spill over effect

Problems in performance appraisal (Cont’d) 2.Incompetence 3.Negative approach 4.Multiple objectives 5.Resistance 6.Lack of knowledge

Appraisal Interview and Feedback

– To help employees do a better job by clarifying what is expected of them – To plan opportunities for development and growth – To strengthen the superior-subordinate working relationship by developing mutual agreement of goals – To provide an opportunity for employees to

Sign up to vote on this title
UsefulNot useful