Professional Documents
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PERFORMANACE APPRAISAL
Merit rating also termed as performance appraisal is a process of evaluating
an employee performance of a job in term of its requirements.
FEATUES OF PERFORMANCE APPRAISAL
1. Performance appraisal is a systematic process consisting of a
number of step to be followed for evaluating an employee’s
strengths and weaknesses.
2. It is a systematic and objective description of an employee
strengths and weaknesses in terms of the job.
3. The appraisal is an ongoing and continuous process where the
evaluations are arranged periodically according to a define plan.
It is not a one shot deal.
4. performance appraisal may be formal or informal. The formal
system
(a) Work-related objectives
(i) To assess the work of employees in relation to job requirements
(ii) To improve efficiency
(iv) To carry out job evaluation
(b)Career development objectives
(i) To assess the strong and weak point in the working of the employees
and finding remedies for weak points through training.
(ii) to determine career potential
(iv) to plan career goals
© Communication
(i) To provide feedback to employees so that they come to know where
they stand and can improve their job performance
(ii) To clearly establish goals what is expected of the employee in terms
of performance and future work assignments
(iii) To provide coaching counseling career planning and motivation to
employees
PERFORMANCE APPARISAL PROCESS
1. Establishing standards
2. Communicating standards to employees
3. Measuring actual performance
4. Comparing actual with standard
5. Discussing reports with employees
6. Taking corrective action.
METHODS OF PERFORMANCE APPRAISAL
TRADITIONAL METHODS
-CONFIDENTIAL REPORT
-GARPHIC SCALES
-STRAIGHT RANKING
-PAIRED COMPARISONS
-GRADING SYSTEM
-FORCED DISTRIBUTION
-CHECK LIST METHOD
-CRITICAL INCIDENT METHOD
-FREE ESSAY METHOD
-GROUP APPRAISAL
-FIELD REVIEW
-NOMINATIONS
MODERN METHODS
ASSESSMENT CENTRE
HUMAN RESOURCE ACCOUNTING
BEHAVIOURALLY
ANCHORED RATING SCALES
MANAGEMENT BY OBJECTIVES
360 DEGREE PERFORMANCE APPRAISAL
A Traditional method
1. Confidential report
2. Graphic scales method
3. Straight ranking method
4. Paired comparisons methods
5. Grading system
6. Forced distribution methods
1. Regularity most least
(i) Always regular
(ii) Informs in advance for absence or delay
(iv) Never regular
(v) Neither regular nor irregular
3. Behaviorally anchored rating scales
1. Generate critical incident
2. Develop performance dimensions
3. Reallocate incidents
4. Scale the incidents
5. develop final instrument
4. Management by objectives (MBO)
1. Set departmental goals
2. Set departmental organizations
3. discuss expected results
4. Performance reviews
5. Provide feed back
SUGGESTIONS TO IMPROVE PERFORMANCE APPARISAL
1. Behaviorally based measures
2. Combine absolute and relative standards
3. on going feedback
4. Multiple raters
5. Selective rating
6. trained appraisal
7. peer evaluations
8. post-appraisal interview
9. Rewards to accurate appraisers
ESSENTIALS OF AN EFFECTIVE APPREISAL SYSTEM
1. Mutual trust and confidence
2. Reliability
3. Validity
4. Specific objectives
5. Standardization
6. Training to appraisers
7. Job relatedness
8. Feedback
9. Individual difference
10.post appraisal interview
11.review and appeal
LEGAL AND ETHICAL ISSUAL IN PERFORMANCE APPRAISAL
Legally defensible appraisal procedures
1. Every organization should have a formal standardized performance
appraisal system. All the HR decision should be based on this system.
2. there should be uniformity in the application of performance appraisal
process for all the employee within a job group. The decisions based
on these performance appraisal can however, be monitored for
difference according to sex, caste, religion or age of the employee.
3. All the employees should be given opportunity to review their
appraisal results.
4. there should be a formal appeal process whereby an employee can
question the rating given by the appraisal.