Performance Appraisal

By : SUBROTO
NATH
Performance Appraisal
(Meaning)
Finding out the effectiveness by
Management

Evaluating the Employees
performance in terms of :
Performance Appraisal
(Definition)
According to Newstrom, It is the process
of EVALUATING the performance of
employees, sharing that information with
them and searching for ways to improve
their performance.
Purpose of Performance
Appraisal
Goal: Maintain Organizational
Productivity
Results:
Organization Productivity
Individual Performance
Methods: Individual Performance
Goals
Steps in Performance
Appraisal
Establishing job standards

Designing an appraisal programme

Appraise performance

Performance interview

Use appraisal data
For appropriate purpose
Performance Appraisal
(Objectives)
Opportunity to Regularly Discuss Results

Supervisor Identifies Strengths and
Weaknesses

Fair and Equitable Format

Basis for Salary/Promotion
Recommendations
Process of Performance
Appraisal
Setting
performance
goals and
objectives
Determining
key
competencies
Measurement
of
performance
against the
goals and
objectives
Measurement
of
performance
against key
competencies,
Feedback of
results.
Amendment to
goals and
objectives
Reasons for Performance
Appraisal
Compensation "Pay for
Performance"
Job Performance Improvements
Feedback to Subordinates
Documentation for Decisions
Goal Setting - Later Evaluation
Promotion Decisions
Identify Training Needs
HR Planning
When to do Performance
Appraisal?
How to do Performance
Appraisal?
What to Evaluate?
(Philip Model)
Problem
Children
Planned
Separation
Stars
Social
Citizen
H
L H
L
Potential
Performance
Who perform the
Performance Appraisal?
Immediate
Supervisor
Higher
Management
Self-Appraisals
Peers (Co-
Workers)
Evaluation
Teams
Customers
360
Appraisals
Supervisor Appraisal
Appraised by Manager
Self-Appraisal
Subordinate Appraisal
Peer Appraisal
Team Appraisal
360 Appraisal
Internal
Customers
Boss
Peers
External
Customers
Team
Members
Self
(Feedback
collected from)
(Using a specially
designed tool)
(Anonymously)
Benefits of Performance
Appraisal
Individual Benefits
Benefit to the Line/
Manager/Supervisor/Team
Leader
Benefits to the organization
Problems of Performance
Appraisal
Errors in
Ratting

Incompetence

Negative
Approach
Multiple
Objectives

Resistance

Lack of
Knowledge
Performance Appraisal
(Methods)
Traditional Modern
Essay Method
Straight Ranking
Method
Paired
Comparison
Critical Incident
Method
Field Review
Checklist Method
Graphics Rating
Scale
Forced
Distribution
Management by
Objectives
(MBO)
360 Appraisal
Assessment
Centers
Behaviorally
Anchored
Rating Scales
HR Accounting
Traditional Methods
Essay Method
Straight Ranking Method
Paired comparison
Critical Incident Method
Field Review
Checklist Method
Graphics Rating Scale
Quantity of work: Volume of
work under normal
working conditions
Unsatisfac
tory
(1)
Fai
r
(2)
Satisfact
ory
(3)
Go
o
d
(4)
Out
Standi
ng
(5)
Quality of work: Neatness,
thoroughness and
accuracy of work
Knowledge of job

A clear understanding of the
factors connected with
the job

Attitude: Exhibits
enthusiasm and
cooperativeness on the
job

Table: Typical Graphic Rating Scale
Employee Name................... Job title .................
Department ......................... Rate ...............
Data ..................................
Forced Distribution
Modern Method
Management by Objectives
(MBO)
360 Appraisal
Assessment Centers
Behaviorally Anchored
Rating Scales
HR Accounting
Issues in Performance
Appraisal System
Appraisal Design?
Formal and informal
Whose performance?
Who are the raters?
What problems?
How to solve?
What to evaluate?
When to evaluate?
What methods?
A good process is the
foundation of your
success