HUMAN RESOURCE

MANAGEMENT
PRESENTATION

TOPIC: PERFORMANCE APPRAISAL

SUBMITTED BY:
RAKSHENDRA SINGH
NAMAN TRIPATHI
NISHANT BHATI
DEVANSHU JAIN
 Introduction
PERFORMANCE APPRAISAL MEANS THE SYSTEMATIC EVALUATION OF
THE PERFORMANCE OF AN EXPERT OR HIS IMMEDIATE SUPERIOR.
PERFORMANCE APPRAISAL IS A METHOD OF EVALUATING THE BEHAVIOR
OF EMPLOYEES IN THE WORK SPOT, NORMALLY INCLUDING BOTH THE
QUANTITATIVE AND QUALITATIVE ASPECTS OF JOB PERFORMANCE.
PERFORMANCE HERE REFERS TO THE DEGREE OF ACCOMPLISHMENT OF
THE TASKS THAT MAKE UP AN INDIVIDUAL'S JOB. IT INDICATES HOW
WELL AN INDIVIDUAL IS FULFILLING THE JOB DEMANDS.

RAKSHENDRA SINGH
.

Performance appraisal is generally done in

systematic ways which are as follows:
 Thesupervisors measure the pay of employees
and compare it with targets and plans.
 The
supervisor analyses the factors behind
work performances of employees.
 The
employers are in position to guide the
employees for a better performance.
PERFORMANCE APPRAISAL:-
OBJECTIVES
 To maintain records in order to determine compensation packages, wage structure,
salaries raises, etc.
 To identify the strengths and weaknesses of employees to place right men on right job.
 to maintain and assess the potential present in a person for further growth and
development.
 To provide a feedback to employees regarding their performance and related status.
 To provide a feedback to employees regarding their performance and related status.
 It serves as a basis for influencing working habits of the employees.
 To review and retain the promotional and other training programmes.

NAMAN TRIPATHI
 Performance appraisal: Process
The steps involved in a performance appraisal process are:

1:Setting the Goals

The initial step in the process of performance appraisal is setting specific goals
usually jointly by both the superiors and employees. The goal setting process
ensures that every employee understands the expectations from him and how the
accomplishment of the goal contributes to the overall success. Organizations should
choose only important and realistically achievable goals. Stephen Williams specified
three types of objectives for a performance evaluation program including key result
areas, performance standards and performance development. In fact, the
effectiveness of performance appraisal depends on the efficiency of the objectives
being set.

NISHANT BHATI
2: Setting the Performance
assessment Goals
The next step in the process of performance appraisal is establishing the
performance criteria as the basis for comparison. It is, in fact, a reference point
in terms of which other things can be evaluated. An organization has to
determine the characteristics of employees to be evaluated. The criteria should
be job-related, specific and within the control of the employees including the
traits, behaviors, costrelated outcomes, competencies, goal achievement, and
scope for further improvement. The employees and the superiors should jointly
discuss the criteria for evaluation. Once the performance criteria are established,
these should be communicated to all those concerned.
3:Establishing the Performance Criteria
The evaluation of employees’ performance is made on the basis of pre-established criteria. Then
the appraiser and the appraised jointly review the results of appraisal. This review determines
the extent to which employees have met these standards, ascertaining the reasons for any
deficiencies and preparing a plan to correct the problems.

4:Post evaluation interview with employees

For post-evaluation the superior can have a meeting with the appraised employees to discuss the
results of the evaluation, once the appraisal is over. At this stage, the evaluator can ascertain
from the employees the reasons for their high or low level of achievement against pre-
determined objectives. Further, the evaluator can help the employees consolidate their strengths
and improve their relative weaknesses. At this meeting, goals can also be set for the next
evaluation period and the process goes on 6. Methods of Performance A
Performance appraisal :METHODS
 1. Management by Objectives (MBO)
Management by objectives (MBO) is the appraisal method where managers
and employees together identify, plan, organize, and communicate objectives
to focus on during a specific appraisal period. After setting clear goals,
managers and subordinates periodically discuss the progress made to control
and debate on the feasibility of achieving those set objectives.
 2. 360-Degree Feedback
This is a multidimensional performance appraisal method that evaluates an
employee using feedback collected from the employee’s circle of influence
namely managers, peers, customers, and direct reports.
 3. Assessment Centre Method
The assessment centre method enables employees to get a clear picture of
how others observe them and the impact it has on their performance. The
main advantage of this method is that it will not only assess the existing
performance of an individual but also predict future job performance.

DEVANSHU JAIN
.

 4. Behaviorally Anchored Rating Scale (BARS)

Behaviorally anchored rating scales (BARS) bring out both the qualitative
and quantitative benefits in a performance appraisal process. BARS
compares employee performance with specific behavioral examples that
are anchored to numerical ratings.
 5. Psychological Appraisals
Psychological appraisals come in handy to determine the hidden potential
of employees. This method focuses on analyzing an employee’s future
performance rather than their past work. These appraisals are used to
analyze seven major components of an employee’s performance such as
interpersonal skills, cognitive abilities, intellectual traits
 6. Human-Resource (Cost) Accounting Method
Human resource (cost) accounting method analyses an employee’s
performance through the monetary benefits he/she yields to the company. It
is obtained by comparing the cost of retaining an employee (cost to
company) and the monetary benefits (contributions) an organization has
ascertained from that specific employee.
THANK YOU