of an employee. It is an ongoing process of obtaining, researching, analyzing and recording information about the worth of an employee. To measure and improve the performance of employees and increase their future potential and value to the company.
1) Providing feedback 2) Improving communication 3) Understanding training needs 4) Clarifying roles and responsibilities 5) Determine how to allocate rewards
Motivating Employees those who are Performing Better in terms of Promotion Rewards Incentives Increments MOTIVATIONAL NEED Those who do not meet the Standards in workplace They will be instructed for Better Performance in terms of Counseling Compensation Coaching Mentoring Training CONTROL NEED 1) Quality 2) Quantity 3) Timeliness 4) Cost Effectiveness 5) Need for Supervision 6) Interpersonal Impact 7) Training
Types Of Performance Appraisal 1) Past Oriented Methods 2) Future Oriented Methods Past Oriented Methods Rating scales Checklists Forced choice method Forced distribution method Critical incident method
Establish performance standards Communicate performance expectations to employee Measure actual performance Compare actual performance with standards Discuss the appraisal with the employee If necessary, initiate corrective action
1) A Causal, Unsystematic, and often haphazard appraisal 2) The Traditional and Highly systematic measurement 3) The Behavioral approach, emphasizing Mutual goal-setting
1. Write down your requirements 2. Do your Research 3. Strive for Integration 4. Ask the Right Questions 5. Thing Long term 6. Make your Choice
A poor performer is not always a poor performer for life - S Padmanabhan, Executive Vice President, Global Human Resources PERFORMANCE APPRAISALS: 1) At the end of the Project 2) At the end of the Year The Performance Appraisal serves Four distinct purposes: 1) Developmental Uses 2) Administrative uses/ Decisions 3) Organizational Maintenance/ Objectives 4) Documentation Purposes 1. Project milestone parties 2. Star performer Award 3. Performance Based Increments 4. Best Project Award 5. Spot Awards 6. Long service Awards 7. Best Auditor Award
Performance of employees measured twice a year One to one meeting with the Assistant Manager or corresponding Head. Discussion on the yearly performance on different parameters. Some recommended and applied parameters are: Intelligence and decision making capabilities Revenue or cost focus Leadership and acceptability Integrity and loyalty towards organisation 1. Identifying Key Areas of Strength 2. Identifying Training Needs 3. Leadership Development 4. Success Planning 5. Higher Production 6. Employee Satisfaction