Sukriti

Aggarwal
MBA (HR)
2008055

1
System of review and
evaluation of job
performance
Assesses
accomplishments and
evolves plans for
development

2
Process that significantly affects
organizational success
Managers and employees work
together to set expectations,
review results and reward
performance.

3
Performance
appraisal process
cuts into
manager’s time
Experience can be
unpleasant when
employee has not
performed well

4
Human resource planning
Recruitment and selection
Training and development
Career planning and development
Compensation programs
Internal employee relations
Assessment of employee potential

5
External:
Legislation requiring
nondiscriminatory
appraisal systems
Labor unions
Factors within the internal
environment, such as type of
corporate culture

6
7
 Traits
Behaviors
Competencies
Goal Achievement
Improvement
Potential

8
Immediate supervisor
Subordinates
Peers
Rationale for evaluations conducted by
team members
Self-appraisal
Customer appraisal

9
360-Degree Forced Distribution
Valuation Behaviorally
Rating Scales Anchored Rating
Critical Incidents Scales (BARS)
Essay Result-Based
Work Standards Systems
Assessment Centers
Ranking
Paired Comparisons

10
Multi-rater evaluation
Input from multiple levels with firm and
external sources
Focuses on skills needed across
organizational boundaries
More objective measure of performance
Process more legally defensible

11
Rates according to
defined factors
Judgments are
recorded on a scale
Many employees
are evaluated
quickly
12
Written records of highly
favorable and unfavorable work
actions
Appraisal more likely to cover
entire evaluation period
Does not focus on last few weeks
or months

13
Brief narrative describing
performance
Tends to focus on behavior
Depends heavily on
evaluator's writing ability
Comparing essay
evaluations might be difficult

14
Compares performance to
predetermined standard
Standards - normal output of
average worker operating at
normal pace
Time study and work sampling
used
Workers need to know how
standards were set

15
All employees from group
ranked in order of overall
performance
Comparison is based on
single criterion, such as
overall performance

16
Variation of ranking
method
Compares performance
of each employee with
every other employee in
the group

17
Rater assigns individual in
work group to a limited
number of categories similar to
a normal distribution
Assumes all groups of
employees have the same
distribution

18
Combines traditional rating
scales and critical incidents
methods
Job behaviors derived from
critical incidents described
more objectively

19
Manager and
subordinate agree on
objectives for next
appraisal
Evaluation based on
how well objectives
accomplished

20
Adjunct to appraisal
system
Predict employee
potential for
advancement

21
Available in
recording appraisal
data
Reduces required
paperwork

22
 Lack of objectivity
Halo error
Leniency/strictness
Central tendency
Recent behavior bias
Personal bias
Manipulating the evaluation

23
Job-related criteria
Performance expectations
Standardization
Trained appraisers
Continuous open communication
Performance reviews

24
Create a culture of excellence that
inspires every employee to improve
Align organizational objectives to
individual aspirations
Clear growth paths for talented
individuals
Provide new challenges
Empower employees to make decisions
without the fear of failing
Embed teamwork in all operational
process
25
Thanks

26