HRM PRESENTATION

APPRAISAL PROCESS AND METHODS INCLUDING GRAPHIC

RATING SCALES

MUHAMMAD AWAIS (18-ARID-3024)

MUHAMMAD SHOAIB (18-ARID-3029)
CONTENTS

 What is Appraisal

 Steps of Appraisal process

 Appraisal methods including graphic rating scales

 Graphic rating Scale

 Characteristics of a good Graphic Rating scale

WHAT APPRAISAL MEANS?

 The act of estimating or judging the nature or value of something or someone.

 An appraisal is a formal opportunity to analyze your performance at work.

  Appraisals can be used to evaluate pay increases and bonuses.

 Appraisals are often used to determine whether targets have been achieved

 A good appraisal should be a two-way process, where you are encouraged to speak

honestly and openly about your job. They are usually carried out by your line manager.
APPRAISAL PROCESS STEPS

The appraisal process consists of six steps

 Establish performance standards

 Communicate performance standards

 Measuring the actual performance

 Compare actual performance to performance standards

 Discussing  results

 Decision-making
ESTABLISH PERFORMANCE STANDARDS

 Performance standards are set to ensure achievement of departmental goals and objectives and the

organization’s overall strategy and objectives.

 Standards should adhere to the same rules that apply to goal-setting

Example of Performance Standards for a Receptionist
 Greet customers
 Answers phone
 Distributes incoming and prepares outgoing mail
 Maintains files
 Duplicates materials
COMMUNICATE PERFORMANCE STANDARDS

 It is the responsibility of the management to communicate the standards to all the

employees of the organization

 The employees should be informed, and the standards should be clearly explained to
the employees.
 The standards should also be communicated to the appraisers or the evaluators and if
required,
 The standards can also be modified at this stage itself according to the relevant
feedback from the employees or the evaluators. 
MEASURING THE ACTUAL PERFORMANCE

 The most difficult part of the Performance appraisal process is measuring the actual

performance of the employees that is the work done by the employees during the specified
period.

 It is a continuous process which involves monitoring the performance throughout the year.

 This stage requires the careful selection of the appropriate techniques of measurement,

taking care that personal bias does not affect the outcome of the process and providing
assistance rather than interfering in an employees work.
COMPARE ACTUAL PERFORMANCE TO PERFORMANCE
STANDARDS

 The actual performance is compared with the desired or the standard performance.
 The comparison tells the deviations in the performance of the employees from the
standards set.
 The result can show the actual performance being more than the desired performance
or, the actual performance being less than the desired performance depicting a
negative deviation in the organizational performance.
 It includes recalling, evaluating and analysis of data related to the employees’
performance.
DISCUSSING  RESULTS

 The result of the appraisal is communicated and discussed with the employees on
one-to-one basis. The focus of this discussion is on communication and listening.
 The results, the problems and the possible solutions are discussed with the aim of
problem solving and reaching consensus.
 The feedback should be given with a positive attitude as this can have an effect on the
employees’ future performance.
 Performance appraisal feedback by managers should be in such way helpful to correct
mistakes done by the employees and help them to motivate for better performance but
not to demotivate.
DECISION-MAKING

 The purpose of conducting employee performance appraisal is for making decisions about

employees without any bias by the HR manager.

 Decision-making by HR managers about employees rewarding, promotions, demotions,

transfers and sometimes suspensions/dismissal of employees are depended upon the

employee performance appraisal.

 The decision taken by HR manager should match exactly with performance appraisal

results of employees to avoid grievance or disturbances in between them, as they affects

overall performance of the organization.
APPRAISAL METHODS INCLUDING GRAPHIC RATING SCALES

 One of the simplest and most common appraisal methods is the graphic rating scale.

 A graphic rating performance appraisal form lists job behaviors, competencies, skills and results and

provides five (more or less) rating options ranging from unsatisfactory to exceeds expectations.

 The appraiser selects a performance rating for each criteria and totals the values.

 The positive is rating scales are relatively easy to develop and complete and yield quantitative data that

can be used to compare performance relative to prior appraisals or other employees. The downside is
the method doesn’t provide a level of detail that supports specific corrective action.

 For example, quantity of work, quality of work, initiative—and performance ratings can be subjective.
GRAPHIC RATING SCALE
CHARACTERISTICS OF A GOOD GRAPHIC RATING SCALE ARE:

 Performance evaluation measures against which an employee has to be rated must be

well defined.
 Scales should be behaviorally based.
 Ambiguous behaviors definitions, such as loyalty, honesty etc. should be avoided
 Ratings should be relevant to the behavior being measured.
 For example, to measure “English Speaking Skill” rates should be fluent, hesitant,
and labored instead of excellent, average and poor.
QUESTIONS
QUESTIONS