performnce appraisal final ppt

7/27/2019 Performnce Appraisal Final PPT

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PA is the method of evaluating thebehavior of the employees in the

workplace, normally including

both quantitative and qualitative

aspect of the job.

How the employee is performing

How the employee can develop

What the superior can do to make it

happen

How the job is going

What is Performance Appraisal


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Establish a more effective two way communication

Set performance objectives

Help improve current performance

Assess past performance

Provide feedback on performance

Identify training & development needs

Allocate rewards

Identify staff with promotional possibilities

Assist in career planning decisions

OBJECTIVES of PerformanceAppraisal


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Settingperformance

standardsTaking corrective

standards

Discussing

results

Comparing

standards

Measuring

standards

Communicating

standards

Process


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TRADITIONALMETHODS

MODERN METHODS


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6

(1) Traditional Methods : These methods lay more emphasis on rating

of individuals' personality traits, such asinitiative, dependability, drive, creativity,integrity, intelligence, leadership potential,etc. In the following pages each method has

been described in brief. (a) Ranking Method : It is the oldest and simplest method of

performance appraisal. In this method the

employee is ranked from the highest to thelowest or from best to the worst. Thus, if thereare ten employees the Best employee is giventhe first rank and the worst employee in thegroup is given the tenth rank.


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(b) Paired Comparison Method : In this method, each employee is compared

with the other on one-to-one basis. This methodmakes judgement easier as compared toranking method. The number of times theemployee is rated as better in comparisons withothers determines his or her final ranking.

The concept can be illustrated with the help ofthe following example.

If the following five students Ashok (A), Bina (B),Chitra (C), Dinesh (D), Eillen (E) have to be

evaluated for the best student award, the totalnumber of comparison would be = 10 The number of times a student gets a better

score, would be the basis for selecting the BestStudent. This method is not appropriate if alarge number of students are required to be


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(c) Forced Distribution Method :

This technique was contributed by Joseph

Tiffin. The method operates under theassumption that an employee'sperformance can be plotted in a bell-

shaped curve. Here 10% of the employeesare given excellent grade, 20% are givengood grade, 40% are given the averagegrade, next 20% are given the below

average grade and last 10% are givenunsatisfactory grade.


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(e) Check-list Method : The main purpose of this method is to reduce the

evaluator's burden of rating the employee. In thismethod a dichotomous questionnaire (A questionwith two answer choices namely `Yes' or `No') isused. A rater is required to put a tick mark againstthe respective column.

This questionnaire is prepared and scored by the HR

department. The main disadvantage of this methodis the rater is not given the flexibility to add or deletethe statements. A typical check list is given below :

Table 3 : Check list for Students (1) Is the student regular

(2) Is he/she disciplined (3) Does he/she complete the assignment on time (4) Does he/she participate in extra-curricular

activities


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(f) Critical Incident Method :

This method evaluates an employee on the

basis of certain `events' or `episodes' knownas critical incident. The underlying principleof this method is "there are certain significantacts in each employee's behaviour and

performance, which can make all thedifference between success and failure onthe job." Thus, in this method the raterfocusses his attention on all those factors,

that can make a difference betweenperforming a job in a noteworthy manner.


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It is mostly used in governmentorganizations. It is a descriptive report

prepared, generally at the end of everyyear, by the employees immediatesuperior. The report highlights the strengthsand weaknesses of the subordinate.


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A process whereby the superior andsubordinates of the organization

jointly identify its common objectives,define each individuals major areas

of responsibility.1. Establishment of Goals

2. Setting the performance standard

3. Actual level of job attainment iscompared with the goals agreed

upon.4. Establishing new goals and new

strategies for goals not previouslyattained.


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When psychologists are used for evaluations, they

asses an individuals potential. The appraisal consists

of in-depth interviews, psychological tests,

discussions with supervisors and a review of other

evaluations.


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This not a technique of performanceappraisal by itself. In fact, this is a system ororganization where assessment of severalindividual is done by experts by usingvarious techniques. These techniques usedrole playing, case studies etc.


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What is 360 DF?

360 Degree Feedback is a multi - rater

feedback system where an individual is

assessed by a number of assessors including

his boss, direct reports, colleagues, internal

customers and external customers


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performnce appraisal final ppt

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