SUBMITTED BY: JETHI SWADESH

Appraising and RANJAN

(20201028)
managing SUBMITTED TO: PROF. JYOTI RANJAN
performance GOCHHAYAT
 Performance Management

 Incorporates job design, recruitment and selection, training and development,

career planning, compensation and benefits, and performance appraisal.
 Ensures that jobs are properly designed, qualified personnel is hired, trained,
rewarded, and motivated to achieve the organization’s strategic business
objectives.
 Promotes the organizational and employee behavior and performance required to
improve bottom-line results.
 Fixes accountability for behavior and results and it helps to improve
performance.
 Performance appraisal

 Performance appraisal is to evaluate an employee’s performance to determine

whether he is performing his given task and duties well or to monitor whether
he has given his best effort and performance on a given job.
 Performance appraisal is an assessment of individual performance, the
performance is measured against such factors as job knowledge, quality, the
quantity of output, initiative, leadership, abilities, supervision, cooperation,
judgment, analytical skills, problem-solving skills, etc.
 The other similar terms often used for performance appraisal are performance
rating, employee performance review, employee assessment, personal appraisal,
employee evaluation, or performance evaluation.
Key Element of performance Management

 The creation of a shared vision of the organization’s strategic objectives.

 The establishment of performance objectives for each function, group, and
individual to ensure that their performance is aligned with the needs of the business.
 The use of a formal review process to evaluate functional group and individual
progress towards goal achievement.
 The linking of performance evaluation and employee development and rewards to
motivate and reinforce desired behavior.
Objectives of Performance Appraisal

 Discrimination between those who have higher

contributions and those who are not.
 Reward those who have better performance.
 Help employees to grow and develop.
 Improve communication between management
and employees for better understanding .
The Appraisal Process

 Establish performance standards that evolve out of a job

description and job analysis.
 Two way Communicate expectations.
 Measure the performance.
 Compare actual performance with standards.
 Discuss the appraisal.
Uses

 Management development
 Performance measurement
 Performance improvement
 Training
 Compensation
 Identification of candidate for promotion
 Feedback and communication
Rater of Employee Performance

 Supervisor Evaluation
 Peer Evaluation
 Self-evaluation
 Subordinate evaluation
 Multisource evaluations
Benefits of Performance Appraisal

 Recognize and manage performance

 Planning and decision making
 Improve staff retention.