PERFORMANCE APPRAISAL

Defining Performance And Cho

A Measurement Approach
What Is Performance?
Performance means both behaviors and results.
Behaviors emanate from the performer and
transform performance from abstraction to action.
Not just the instruments for results, behaviors are
also outcomes in their own right the product of
mental and physical effort applied to tasks and can
be judged apart from results.
Essentials of
immaculate
performance
 Mutual trust

 Clear objectives

 Standardizations

 Training

 Expertise
 Documentation

 Feedback and participation

 Unity

 Constant appraisal

 Review and appeal

Déterminants Of Performance
• Declerative knowledge

• Procédural knowledge

• Motivation
Individual Performance Measures
 Measures should relate to results.

 Comparison with targets.

 Behavioral requirements should be defined.

 Data must be available for measurement.

 Measures should be objective.

Approaches to Performance
Measurement.

 Traditional

 Modern
Traditional Approach

 Also known as “Overall Approach”.

 Onlyas a method to justify an employee’s

salary.

 Developmental aspects were ignored.

Modern Approach

 More formal and structured

 Frequent performance appraisals.

 Important
organizational activities –
Promotions, Demotions, Transfers, training,
development and Rewards.
Performance
dimensions
Of A Senior Manager
Leadership
 Recognize leadership as shared.
 What it can become, rather what is has been.
 Communicate respect.
 Critical decision making.
 responsibility
Accountability, planning and
Implementation

 Manage within the budget.

 Considering requirements.

 Understanding the power of goodwill.

 Steward for investors.

Manage diverse Manpower
 Exercises
care in making high quality, diverse
appointments.

 Instills pride in performance

 Understands what people need.

 Defuses a tense situation.

 Be a parent.
Strategic Thinking
 Anticipating risk.

 Best use of available resources.

 Crisis management.

 Strategies into effective action plans.

Improved Organizational
Performance
 Fostering teamwork.

 Reward experimentation, innovation, learning.

 Aligning
responsibility, authority and
accountability.

 Constant training and development.

A climate Of Openness
 Stimulating constructive criticism.

 Respect for lower management.

 Concern for the organization and it members.

 Correcting organizational limitations.

The process of
performance
appraisal
 Prepare

 Inform

 Venue

 Layout
 Introduction

 Review

 Action plan

 Questions and Queries

 Closing

 Follow up
 Thank you
 Anurag huria
 Divya deewan
 Neha mahajan
 Nikhil nagar
 Sheeba agha
 Yogesh sharma