Professional Documents
Culture Documents
Performance Appraisal :
refers to all those procedures that are
The performance review must occur atleast once in a year. Some companies review twice in a year. However, as a part of Performance Management, the performance review is a continuing, ongoing activity.
Characteristics
It is a step by step process It examine the employee strengths and
weaknesses Scientific and objective study Ongoing and continuous process Secure information for making correct decisions on employees
Provide feedback about employees Provide database Diagnose the S & W of individuals Provide coaching, counseling, career planning to subordinates Develop positive relation and reduce grievance Facilitates research in personnel management
Area of improvement.
Past Achievement.
Employee Development
Feedback Legal protection Motivation system
Control Relinquishment
Stereotypes Poor Training of Raters
Process of PA
Taking corrective standards Setting performance standards
Communicating standards
Measuring standards
Whose performance?
When to evaluate?
Appraisal Design?
What to evaluate?
What problems?
How to solve?
Potential L L
Performance
Halo effects Stereotyping Central tendency Constant error Personal bias Spill over effect
Mutual trust Clear objectives Standardizations Training Job relatedness Documentation Feedback and participation Individual differences Post appraisal review Review and appeal
Discrimination
Failure to communicate standards Failure to give timely feedback Failure to allow employees to correct
Appraisal Forms
Define performance expectations Describe measurement tools Use a rating system Cover specific examples Set measurable goals
Measure Performance
Document Performance
Make sure documentation is objective Document performance of all
employees Provide complete and accurate information Document performance on a regular basis
Set Goals.
Employee Input
Preparation
Employees: Review performance Think about new goals
Preparation (cont.)
Supervisors:
Review performance
Complete written appraisal Think about new goals Schedule time and place
Lay out agenda Talk about money Encourage input Give good news first
Presentation Tips
Focus on the professional Give objective examples Invite response Listen actively Create we mentality
improvement
Continuous Feedback
Formal appraisals Informal appraisals Open communication
Act early Take the right approach Deal with employee reaction Handle continued poor performance
Forced distribution
Performance tests Field review technique
Table: Typical Graphic Rating Scale Employee Name................... Job title ................. Department ......................... Rate ............... Data ..................................
Unsatisfa tory (1) Quantity of work: Volume of work under normal working conditions Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job A clear understanding of the factors connected with the job Attitude: Exhibits enthusiasm and cooperativeness on the job Fair (2) Satisfac tory (3) Good (4) OutSta ding (5)
Ranking Method
This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees
from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation.
Performance
Extremely good
Points
7
Behavior
Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country.
Good
Above average Average Below average Poor Extremely poor
6
5 4 3 2 1
Checklist Method
Another simple type of
statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job .
customers complaint. He is polite, prompt, enthusiastic in solving the customers problem. On the other hand the bad critical incident may appear as under: September 28 Mr. Paul stayed 45 minutes over on his break during the busiest part of the day. He failed to answer the store managers call thrice.
Essay Method
This method asked managers / supervisors to describe strengths and weaknesses of an employees behavior.
Confidential Report
It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employees immediate superior. The report highlights the strengths and weaknesses of the subordinate.
Modern Methods
MBO
A process whereby the superior and subordinates of the organization jointly identify its common objectives, define each individuals major areas of responsibility. Establishment of Goals Setting the performance standard Actual level of job attainment is compared with the goals agreed upon. Establishing new goals and new strategies for goals not previously attained.
1. 2. 3. 4.
PSYCHOLOGICAL APPRAISALS:
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.
Assessment Centre
This not a technique of performance appraisal by itself. In fact, this is a system or organization where assessment of several individual is done by experts by using various techniques. These techniques used role playing, case studies etc.
Internal Customers
Boss
Peers
Self
External Customers
Team Members
1. Halo/horn effect employees extreme competence in one area shines over all others. Conversely, employee does poorly in one area and this overshadows all areas.
2. Bias own prejudices {race, national origin, gender, appearance, etc.} influence the appraisal 3. Comparison Rating contrasting one employee with another
Common Problems Associated with Conducting the Appraisal 3. Central Tendency rate everyone as average 4. Recency Effect focusing on performance instead of entire year recent
5. Personal Prejudice If the rater dislikes one group or employees, he may rate them at the lower end. 6. Favoritism evaluating friends or those who dont make waves, etc. more favorably than others
For supervisors
Quality and quantity of output in a given period Labor cost per unit of output in a given period Material cost per unit in a given period Rate of absenteeism and turnover of employees No of accidents in a given period
basis.
Appraisals tell employees how theyre doing and how