A

Presentation
On
Performance Management &
Appraisal

Performance refers to all activity of an individual

which occurs during a period marked by his
continuous presence before a particular set of
observers and which has some influence on the
observers

According to Armstrong,
performance management is a means of getting better
results from the organization, teams and individuals
by under-standing and managing performance within
an agreed framework of planned goals, standards and
competence requirements.

Continuous process.
Involves effective use of technology.
Emphasize on training to manager.
Dynamic system.
Linked to other system of HRM.
Based on critical success factors.

Translation
Clarification.
Integration.
Management.
Commitment.
Understanding.
Communication.
Feedback.
Measurement.

monitoring

planning

rewarding

developing

rating

Trait Approach

Behavior Approach

Result Approach

It is the systematic evaluation of the individual with

respect to his or her performance on the job and his or
her potential for development.

It is a systematic process.
1:setting work standards.
2:Assessing employees actual performance
relative to these standards.
3:offering feedback to the employee so that he can
eliminate deficiencies and improve performance in
course of time.
Evaluating process:-it tries to find out how well the
employee is performing the job and tries to establish a
plan for further improvement.

Periodic process:-the appraisal is carried out periodically

according to a definite to a definite plan. it is certainly not a
one shot deal.
Determines
employees
potentialities:-performance
appraisal refers to how well an employee is doing the
assigned job.
Employee development.

Providing feedback.
Facilitating promotion decisions.
Encouraging performance improvement.
Setting and measuring goals.
Supporting manpower planning.
Determining individual training and development
need.
Improving overall organizational performance.

Performance improvement.
Compensation adjustments.
Placement decisions.
Career planning and development.
Staffing process deficiencies
Training and development needs.
Job design errors.
Equal employment opportunity.
Feedback to human resources.

Job Analysis, job description and job specification

Establishing standards of performance

Communicating performance standards to employees

Measuring actual performance

Comparing actual performance with standards and discussing with
employees
Initiating corrective action, if necessary

Organizational leadership.

Organizational structure.

Environmental constraints.

Interdependence of subsystems.