m

 

  

m
 
 
„ RAYYANA A K
„ THEJAS MARIA
„ MOHAMMED SALEEM
„ SAHAL IBRAHIM
„ PRASHOB
 m

 
  

›Performance management is the process of

identifying, evaluating and developing the work
performance of employees so that the agency͛s
goals and objectives are more effectively achieved.
›Effective performance management is designed to
enhance performance, identify performance
requirements, provides feedback relevant to those
requirements and assist with career development
 

strategic and integrated approach to delivering

sustained success to organisations by improving
performance of people who work in them and by
developing the capabilities of teams and individual
contributors͟.
- Armstrong and Baron
 6

66

0 Measurable performance targets

0 Manage-learning linked with organizational goals
on the one hand and with career development on
the other.
0 Pre-eminence of intrinsic needs of managers
without neglecting their extrinsic needs.
0 Ownership of performance management by line
management rather than the personnel function.
 
66
6

6

0 Adequacy of supervision
0 Organizational factors such as job definition, job
design, induction, adequate evaluation and feedback.
0 Proper matching of people and jobs.
0 Interpersonal relationship
0 It focus on results, rather than behaviours and
activities.
0 Identify and resolve performance problems.
0 Provide a basis for administative decisions such as
promotions,succession and strategic planning and pay
for performance.
 m6


6



0 Performance management is considere a process,not an
event.
0 A communication tool to ensure the mutual understanding
0 Duties and responsibility of the job should be
communicated.
0 Performance standard should be defined and
communicated.
0 Employee involvement is encouraged in identifying major
duties.
0 Documentation of performance
0 Training for supervisors and employees is encouraged.


6


 It means setting performance expectations and goals
for groups toward achieving organisational objectives

It means consistently measuring performance and

providing ongoing feedback to employee and work
groups on their progress towards reaching their goals.
In an effective organisation,employee developmental
needs are evaluated and addressed.it means
capacity to perform through training,giving
assignments that introduce new skills or higher
levels of responsibility.
Mrom time to time organisations,find it useful to
summarize employee performance.this can be
helpful for looking at and comparing performance
over time or among various employees.
 
6



0 m
6
A dialogue between a
supervisor and an employee to establish
clear,specific performance expectations at the
beginning of the performance cycle.
0 
6 Two-way discussions which focus on
recognizing employee excellence and areas of
improvement and learning,as well as identifying
barriers to performance.
0 6
6A process which
provides employee with performance information
to supplement supervisory feedback, may include
feedback sources such as self-evaluation, peers.
0 m
6A summarative two-way
discussion and written documentation focusing .on
employee performance.
  
6




0TRADITIONAL METHOD
0MODERN METHOD
„ r



„ Ranking method
„ Paired comparison
„ Grading
„ Morced distribution method
„ Morced choice method
„ Checklist method
„ Critical incidents method
„ Graphic scale method
„ Essay method
„ Mield review method
„ Ranking Method : oldest method of appraisal
Person is ranked based on traits and characteristics
Helpful if no: of people is very less
This method has limited value as it is difficult to assess as
human traits and rank
„ Paired comparison:
Slight variation from rank mtd as designed for large groups
but this increases work also
Each person is compared with other persons taking one at
atime
Better comparisons of persons
Rater can decide the pair of employees to be compared
„ Grading :
categories of abilities of performance are defined well
in advance and people are put into these depending on
their traits and characteristics
It may be like good , average, poor, very poor like
grades
Useful for promotion based on performance
„ Morced distribution method:
Appraiser is forced to appraise the appraisee according
to the pattern of normal curve
Assumption is that employees performance level
conforms to a normal statistical distribution
This overcome the problem of adopting a central
tendency of rating
„ Critical incidents method:
Only critical incidents and behavior associated with
these incidents are taken for evaluation
3 steps: a test on noteworthy of job-behavior is
prepared, a group of experts assign scale values based
on desirability for the job and checklist of incidents
which define good and bad employee is prepared
„ Graphic scale method: linear rating scale
Printed appraisal form contains various employee
characteristics and job performance
Provide rater with a continuum representing varying
degrees of a particular quality
Problem arise in defining various traits and judging
these
„ Essay method:
Rater assesses the employees on certain parameters in
his own words
Each rater may have his own style an perception and
may be biased
„ Mield Review method:
Employee appraised by another party, usually from HR
dept
More objective view in appraisal
No pressure from supervisor
Chances of bias are reduced
 

Behavioured Anchored Rating Scale(BARS)

0 Also called behavioural expectation scales.
0 BARS combines the benefit of critical incidents and
graphical calling scales with behavioural examples
of good or bad performance.
„ 360 degree Appraisal
Introduced by General Electric Co in 1992
Widely used now in India also
Besides appraising performance, other talents like
behavior, values, and technical considerations are also
appraised
Superior appraises the employee
Appraisal is also done by peers, sub ordinates, clients,
hr dept..
This mtd works best if the employee concerned
matches the data gathered with his own self
assessment
Management By Objective(MBO)
It refers to the organization wise goal setting and
appraisal program.

Assessment centres:
0 It is a central location where the managers come
together to participate in job related exercises
evaluated by trained observers.
0 It helps to determine training and development needs.
THANK YOU!!!