By-Amit Chandra

Amrita
Akhtar
Abhishek
anjali
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.
 Performance appraisal is the step where
the management finds out how effective it
has been at hiring and placing employees .

A Performance appraisal is a process

of evaluating an employees performance of
a job in terms of its requirements.
 Is not a once-a-year or once-a-quarter
experience
Effective appraisal occurs frequently
There should be no surprises when an
employee is given his or her formal
appraisal interview
Essential for coaching & positive motivation
 We all measure our subordinates
performance whether we do it formally or
informally
Very important to document what we
evaluate
Also necessary to show a clear link between
what we evaluate and job requirements
Performance Appraisal
continues to be one of the
most criticized HR functions
in organizations
 According
to:
EMPLOYEE Organisation

concrete and tangible measuring the

particulars about their efficiency
work maintaining
assessment of organizational
performance control.
Aims at:
growth &
Personal development development
work satisfaction increase harmony &
involvement in the enhance effectiveness
organization. mutual goals of the
employees & the
 Discuss the basic principles of the appraisal
system.
Prepare at least some specific appraisal
questions.
Introduce the appraisal systems.
Use a test appraisal.
Implement the appraisal on the basis of
function or division.
 Setting
performan
ce
standard

Communicating
Taking standards
corrective
standard

Measuring
Standard
Comparing
standard
 Modern Method
Traditional Method
1.Assessment Center
1.Paired comparison
2.Appraisal by Results or
2.Graphic Rating scales
Management by Objectives
3. Forced choice Description
3.Human Asset
method
Accounting
4.Forced Distribution Method
5.Checks lists 4.Behaviorally Anchored
6.Free essay method Rating scales
7.Critical Incidents
8.Group Appraisal
9.Field Review Method
10.Confidential Report
11.Ranking
 More than just activities, effort, good intentions,
or results
Working hard and staying busy are not
necessarily high performance
Attending training sessions and studying hard
does not necessarily lead to good performance
Strong commitment may not lead to good
performance
Even accomplishing some goals may not be high
performance
 The performance review is a summary of the
ongoing feedback the employee has received
throughout the specified time period and
working with them on their goals for the future.

It is not just retrospective, looking behind; it is

future focused for the employee and the
organization.

Avoid going through the motions.

 Gives an employee a summary of how they have
performed and goals for the future.

Provides clear and objective feedback based on

organizational and employee goals.

Stating the areas the employee needs to improve

in and whether they are meeting the
expectations of the position.

Is a written record of employee performance.

 Communicate the Performance Review process to
all employees and how it relates to their
compensation.

Do this frequently so it is understood.

Let employee know that the performance review

is coming up and ask them to put together areas
they would like to discuss.
 Commit to employee development.

Continue to work with employee throughout the

year on their performance and their goals.

Get the employees opinion and thoughts on the

performance review process.
 These should translate into performance
goals for each worker
Quantity
Quality
Time
Cost