PRESENTED BY HEMLATA SAINI ISITA KUMARI

Areas To be Covered

About Performance Appraisal

Definition , Meaning , Objective Process of Performance Appraisal Methods of Performance Appraisal Issues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance Appraisal

DEFINITION

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.

MEANING

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.

OBJECTIVES OF PERFORMANCE APPRAISAL

To enable the employees towards achievement of superior standards of work performance. To increase their future potential and value to the company. To provide feedback regarding their performance and related status.

To improve communication
To review and retain the promotional and other training programmes. It serves as a basis for influencing working habits of the employees

Appraisal Data Is Needed For...

Assessment of current employee performance

are performance standards being met? what does the employee need to learn in order to improve current work performance? assessing an employees strengths and weaknesses to determine advancement

Training needs

Career planning and development

Compensation programs
provides a basis for rational decisions regarding pay adjustments (raises and bonuses)
used for decisions in several areas of internal employee relations, including promotion, demotion, termination, layoff, and transfer (transfers, layoffs, terminations)

Internal employee relations

Recruitment and selection

generates data to validate selection criteria

assessment data is helpful in building replacement or succession charts

Human resource planning

HOW OFTEN SHOULD APPRAISALS BE DONE?

ANNUALLY (Once a year) SEMI-ANNUALLY (every 6 months) QUARTERLY (every 3 months) MONTHLY CONTINUOUSLY

WHEN SHOULD APPRAISALS BE DONE?

DO ALL THE APPRAISALS AT ONE TIME A lot of work to do at one time..overworks the supervisor All appraisals cover the same time period DO EACH ONE ON THE EMPLOYEES ANNIVERSARY The appraisal process is spread over the whole year Appraisals are not comparablethey dont cover the same time period

WHO SHOULD CONDUCT THE APPRAISAL?

IMMEDIATE SUPERVISOR SUBORDINATES COWORKERS (Peers) OUTSIDERS Customers Constituents Consultants SELF-APPRAISAL GROUPS or TEAMS

AN APPRAISER MUST:

BE AWARE OF THE OBJECTIVES & REQUIREMENTS OF THE EMPLOYEES JOB HAVE THE OPPORTUNITY TO FREQUENTLY OBSERVE THE EMPLOYEE OR HIS/HER WORK BE CAPABLE OF EVALUATING AND RECORDING OBSERVED WORK BEHAVIOR OR PERFORMANCE AVOID OR MINIMIZE POTENTIAL APPRAISAL ERRORS AND BIAS

PROCESS
Setting Performa nce standard s Commun icating standard s

Taking correctiv e standard s

Discussi ng results Compari ng standard s

Measurin g standard s

Methods of Performance Appraisal

360 Degree Feedback: It is also known as multi-rater is most comprehensive Where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job. Graphic Rating scales : In this method an employees quality and quantity of work is assessed in a graphic scale indicating different degree of particular trait. the factor taken into consideration include both personal characteristics & characteristics related to the job performance of the employee Critical incidents: In this, the evaluator rate the employees on the basis of critical events & how the employee behaved during those incidents.

Essay It is also known as Free Form method involves a description of the performance of employee by his supervisor. Straight Ranking Method : The appraiser ranks the employees from the best to the poorest on the basis of overall performance

Specimen of Staff Assessment Form [Descriptive Essay Type]

Staff Appraisal
Name . . . . . . . Job Title . . . . . . . Department . . . . . . . . . . . . Date of Review . . . . . . . Age . . . . . .. . Years in present job Section I Appraisal Of Performance Note to Appraiser 1. Appraisal must cover the period of the preceding 12 months 2. Consideration to every function & responsibility of the job 3. An objective factual assessment of an employees improvement or deterioration Section II Promotability & Potential Promotability 1. Promotion now 2. Within 2 years 3. Within 5 years 4. Unlikely to qualify for promotion Section III Career Development Section IV Section V Notes on Interview with employee Comments on & Endorsement by Reviewing Authority

ISSUES IN APPRAISAL SYSTEM

Formal and informal What methods?
Whose performance?

When to evaluate?

What to evaluate?

What problems?

How to solve?

ADVANTAGES

Provide a record of Performance over a period of time Provide an opportunity for a manager to meet and discuss performance Provide the employee with feedback about their performance Provide an opportunity for an employee to discuss issues and to clarify expectations Can be motivational with the support of a good reward & compensation

DISADVANTAGES

If not done appropriately, can be a negative experience Very time consuming, especially for a manager Subject to rate errors & biases If not done right can be a complete waste of time Can be stressful for all involved

Factors Effecting Appraisal System

Job related criteria Performance planning Employee development Trained appraisers Continuous open communications Performance and pay

Sample Appraisal Form Check out below the appraisal tips for employees. The sample appraisal form given below is to be filled by the employee: Employee Name Position/Title Division Evaluation Period Line Manager/Appraiser How would you rate yourself on the Following

Attributes
Quantity of work Meeting job requirements on a timely basis Quality of work Effectiveness & Accuracy Knowledge of job extent to which the employee knows and demonstrates all phases of assigned work Team Spirit Decision Making Ability Attendance, reliability and dependability Planning and organizational effectiveness Meeting deadlines, managing resources, and balancing tasks. Communication Skills Initiative and creativity Supervisory ability (if applicable)

Score

Max Marks
10

10

10 10 10 10

10 10 10 10

What do I consider to be the important abilities that my job requires?

What are my major accomplishments for the past year? What have I done for my personal and/or professional development Employers Comments Employee Signature/Date Evaluator Signature/Date Authorized Unit Administrator Signature/Date (if applicable)

EXAMPLES OF 360 DEGREE PERFORMANCE APPRAISAL METHOD

These companies are using 360 Degree Performance Appraisal Method Wipro Maruti Udyog HCL Technologies Wyeth Consumer Health (WCH) Infosys Reliance Industries

Performance Appraisal At WIPRO

360 Degree performance appraisal method is used.

Aim of performance appraisal at WIPRO

Give feedback on performance to employees. Identify employee training need. Facilitate communication between employee and administrator. Form a basis for personnel decision: salary increase, promotions, disciplinary actions. Provide the opportunity for organizational diagnosis and development.

Important factors in 360 degree feedback

According to Mr. Pratik Kumar, corporate VP HR, WIPRO

The mission and objective of feedback must be clear. Employee must be involved early. Resources must be dedicated to the process, including top managements time. Confidentiality must be assured. The organization especially top management must be committed to the program.