Performance Appraisal

Index
About Performance appraisal
Definition Meaning Objectives

Process of Performance Appraisal Methods / Techniques of Performance Appraisal

Traditional Modern

Issues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance Appraisal

Definitions
It is a process of obtaining,analyzing,and recording

information about the relative worth of an employee

the organization

to

Meaning
Performance appraisal is an analysis of an employee's recent successes and failure ,personal

strength and weakness and suitability for Promotion or further training.

Objectives of Performance Appraisal

1) Human resource Planning 2) Recruitment and selection 3) Personnel decision 4) Training and development 5) Feedback ,motivation and personnel development 6) Career planning and development 7) Compensation and reward 8) Internal employee relation

Process
Identifying dimension Of Job performance

Communication Appraisals to employee

Define and Communicate Performance standard

Determining who Conduct The appraisal Choose the Method

Techniques For Appraising Performance

Graphing Rating Scale Method A Graphic rating scale lists traits such as communication or teamwork. Range of performance value from unsatisfactory to outstanding for each traits. The rates each subordinate by checking score that best describes the subordinate's performance for each traits.

Alternation Raking Method Ranking employee from best to worst on a particular trait, choosing highest then lowest, until all are ranked. Prepare list of all subordinates ,then cross out the name of any not known well enough to rank. Then on a form indicate the employee who is the highest and lowest on the characteristic being measured.

Paired Comparison Method Paired comparison method helps make the ranking method more precise. Ranking employee by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. After making pair of all traits compare all the subordinates with other subordinates.

Forced Distribution Method It is similar to grading on a curve. By this method we can place predetermined percentage of rates into several performnace categories. The proportions in each category need not be symmetrical .

Advantages
provide a record of performance over a period of time.

Can be motivational with the support of a good reward and compensation

provide an opportunity for a manager to meet & discuss performance

Provide an opportunity for an employee to discuss issues and to clarify expectations

Provide the employee with feedback about their performance

Disadvantages
If not done appropriately, can be a negative experience. very time consuming, especially for a manager subject to rater errors & biases. If not done right can be a complete waste of time.

Can be stressful for all involved