Professional Documents
Culture Documents
Presentation ON Performance Appraisal
Presentation ON Performance Appraisal
ON
PERFORMANCE APPRAISAL
What is Performance Appraisal
• The Appraisee
• The Appraiser
• HR Department
Content of Performance Management
• Regularity of the • Judgmental Skills.
Attendance.
• Area of improvement.
• Ability to work
individually or in group.
• Past Achievement.
• Leadership skills.
• Honesty and sincerity.
• Initiative, Technical skills.
• Ability to grasp new things. • Innovativeness
• Area of interest. • Cost & Time consciousness
• Attitude.
• Communication
• Job Knowledge.
Traditional Methods of
Performance Appraisal.
• Graphic Rating Scales: This is the oldest and
most widely method used for performance
appraisal. The scales may specify five points, so
a factor such as job knowledge might be rated 1
(poorly informed about work duties) to 5 (has
complete mastery of all phases of the job).
Table: Typical Graphic Rating Scale
Employee Name................... Job
title .................
Department ......................... Rate ...............
Data ..................................
Quantity of work: Volume of work Unsatisfactory Fair Satisfacto Good Out
under normal working (1) (2) ry (4) Standi
conditions (3) ng
(5)
Quality of work: Neatness,
thoroughness and accuracy of
work Knowledge of job
Above average 5 Can expect to keep in touch with the customers throughout
the year.
Below average 3 Can expect to unload the trucks when asked by the
supervisor.
Extremely poor 1 Can expect to take extended coffee breaks and roam
around purposelessly.
Paired Comparison Method
• A better technique of comparison than the
straight ranking method, this method compares
each employee with all others in the group, one
at a time. After all the comparisons on the basis
of the overall comparisons, the employees are
given the final rankings.
Forced distribution method
• Forced ranking is a method of
performance appraisal to rank
employee but in order of forced
distribution.
Checklist Method
• Another simple type
of individual
evaluation method is
the checklist.
“Boss”
Internal
Customers
Peers Self
External Team
Customers Members
Common Problems Associated with Conducting
the Appraisal
1. Halo/horn effect – employee’s
extreme competence in one
area “shines” over all others.
Conversely, employee does
poorly in one area and this
overshadows all areas.
2. Bias – own prejudices {race,
national origin, gender,
appearance, etc.} influence the
appraisal
3. Comparison Rating –
contrasting one employee with
another
Common Problems Associated with Conducting the
Appraisal
3. Central Tendency – rate everyone as average
4. Recency Effect – focusing on recent
performance instead of entire year
5. Personal Prejudice – If the rater dislikes one
group or employees, he may rate them at the
lower end.
6. Favoritism – evaluating friends or those who
don’t make waves, etc. more favorably than
others