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Performance Appraisal

Performance Appraisal. Dr. Anil Mehta. What it is?. “A process through which an individual employee’s behavior and accomplishments for a fixed time period are measured and evaluated”. “A systematic and objective way of judging the relative worth of an employee in performing his task”.

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Performance Appraisal

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  1. Performance Appraisal Dr. AnilMehta

  2. What it is? “A process through which an individual employee’s behavior and accomplishments for a fixed time period are measured and evaluated” “A systematic and objective way of judging the relative worth of an employee in performing his task”

  3. “A systematic process of reviewing an individual’s performance and progress in a job and assessing his potential for future improvement” “ A systematic method of obtaining and recording information about a person that is needed”

  4. Why? • Creating sand maintaining a satisfactory level of performance • Highlighting employees needs and opportunity for personal growth • Aiding in decision making for promotion, transfer, lay-off and discharge • providi89ng a useful criteria for validity of selection and training methods

  5. Promoting understanding between superior and subordinate • Providing basis for promotion and merit increase • Pinpoints weaker areas • Providing basis for coaching and counselling

  6. Who Should do Appraisal? • Staff Group • Committee • Immediate boss • Management Group • Self • Subordinates • Peers

  7. Who Should be Appraised ? • All the employees • What Should be Appraised? • Current Performance • Future Potentials • Human Talents • When Should be Appraised? • Formally once in a year • Informally regularly

  8. How to Appraise ? • Straight Ranking Method • Paired Comparison Method • Man to Man Comparison Method • Scaling Method • Graphic or linear Rating Method • Forced Choice Distribution Method

  9. Check List • Free Entry Method • Critical Incident Method • Group Appraisal Method • Field Review method

  10. Essential Steps in Appraisal Program • Obtain the consent of line management in respect of needs • Formulate the suitable plan • Obtain the cooperation of subordinates in devising the appraisal form • Explain the nature and purpose of the program • Line-staff cooperation • Arrangement for periodic discussion • Recommend for salary increase • Provision for challenger and review of appraisal

  11. The Appraisal Process • Communicate performance standards • Establish performance standards • Measure actual performance • Compare actual performance with the standards • Discuss appraisal with the employees • If necessary, invite corrective measures

  12. Problems In Appraisal • Desire to be accepted • Lack of skills • First impression • Stereotyping • Central tendency • Strict or liner rating • Latest behavior

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