How to conduct effective

performance appraisals

Faculty: Muhammad Salman Khan

 Aims of regular
performance appraisals
Aims of regular performance
appraisals 1 of 6
Check that the needs of the employee and
employer are being met
Confirm the employee’s understanding of company
expectations
Increase the employee’s knowledge of his or her
personal strengths
Provide an opportunity to discuss areas for
improvement
Foster a spirit of co-operation and teamwork
Aims of regular performance
appraisals 2 of 6
WHAT CAN THEY ACHIEVE
performance measurement - transparent, short,
medium and long term
clarifying, defining, redefining priorities &
objectives
motivation through agreeing helpful aims and
targets
Aims of regular performance
appraisals 3 of 6
WHAT CAN THEY ACHIEVE
motivation though achievement and feedback
training needs and learning desires - assessment
and agreement
identification of personal strengths and direction -
including unused hidden strengths
career and succession planning - personal and
organizational
team roles clarification and team building
Aims of regular performance
appraisals 4 of 6
WHAT CAN THEY ACHIEVE
organizational training needs assessment and
analysis
appraisee and manager mutual awareness,
understanding and relationship
resolving confusions and misunderstandings
reinforcing and cascading organizational
philosophies, values, aims, strategies, priorities,
etc
Aims of regular performance
appraisals 5 of 6
WHAT CAN THEY ACHIEVE
delegation, additional responsibilities, employee
growth and development
counselling and feedback
manager development - all good managers should
be able to conduct appraisals well - it's a
fundamental process
 Aims of regular performance
appraisals 6 of 6
Satisfactory—Promotable

Satisfactory—Not Promotable
Outcomes of Appraisal
Interviews
Unsatisfactory—Correctable

Unsatisfactory—Uncorrectable
 Designing a performance
appraisal system
Gaining support for the system
Choosing an appropriate rating instrument
Selecting raters
Determining timing
Ensuring fairness
Different methods to
evaluate performance
Different methods to evaluate
performance 1 of 3
Peer reviews
Self evaluation
Upward appraisals
Different methods to evaluate
performance 2 of 3
TYPES OF PERFORMANCE APPRAISAL
Formal annual performance appraisals
Probationary reviews
Informal one-to-one review discussions
Counselling meetings
Observation on the job
Skill- or job-related tests
Assignment or task followed by review, including
secondments (temporary job cover or transfer)
Different methods to evaluate
performance 3 of 3
TYPES OF PERFORMANCE APPRAISAL
Assessment centres, including observed group
exercises, tests presentations, etc.
Survey of opinion of others who have dealings
with the individual
Psychometric tests and other behavioural
assessments
Graphology (handwriting analysis)
Types of performance
appraisal
Types of performance appraisal
Graphic rating scale
BARS( Behaviourally Anchored Rating Scales)
Alternation ranking
Forced distribution method
Critical incident method
Narrative Forms
Paired comparison
MBO (Management by Objectives)