1. PERFORMANCE APPRAISAL IN INDIA

2. MEANING AND DEFINITION
• Performance appraisal is an objective
assessment of an individual’s performance
against well defined benchmarks.
• According to Flippo
“Performance appraisal is the systematic,
periodic and an impartial rating of an
employee’s excellence in the matters pertaining
to his present job and his potential for a better
job."

3. OBJECTIVES
• To effect promotions
• To determine increments and rewards
• To suggest employee ways of improvement
• To determine need for T & D
• To plan career development
• To improve communication

4. IMPORTANCE
• Personal attention • Motivator
• Feedback • Better relations
• Career path • Promotion
• Employee
accountability
• Effective tool

5. METHODS

6. PAIRED COMPARISON
As compared A B C D E
to
A - - - -
B + - + +
C + + - +
D + - + -
E + - - +

7. CRITICAL INCIDENT
• Superior prepares list of certain events and
incidents
• Reflect behavior of employees
• Written record
• Formal appraisal

8. FIELD REVIEW
• Performance subordinate peers superior customer
Dimension
• Leadership ^ ^
• Communication ^ ^
• Interpersonal skills ^ ^
• Decision making ^ ^ ^
• Technical skills ^ ^ ^

9. CHECKLISTS
• Is he respected by his co-workers? Yes/no
• Is he regular on job? Yes/no
• Does he give respect to superiors? Yes/no
• Does he follow instructions properly? Yes/no

10. Graphic or Linear Rating Scales
Attitude
0 5 10 15 20
No interest Careless: Interested in Enthusiasti Enthusiastic
In work: In-different work: c about job opinions &
consistent Instructions Accepts & advice
complainer opinions & fellow- sought by
advice of workers others
others
Decisiveness
0 5 10 15 20
Slow to Take Takes Take Take
take decisions decisions decisions in decisions
decisions after careful promptly consultation without
consideration with others consultation
whose views
he values

11. FORCED CHOICE
Criteria Least Most
Grasp explanations easily
Does not waste time
Is punctual and careful
Is a hardworker and cooperative
Is dishonest and disloyal
Is disinterested in work

12. FORCED DISTRIBUTION
No.
of 40% 20%
employees 10% 20% 10%
poor Below average good Excellent
average
Force distribution curve

13. MBO
Set organizational goals
Defining performance target
Performance review
Feedback
HRA
Evaluating performance on monetary basis
Returns recieved

14. 360° apprraisal
Self
appraisal
subordinates Supervisors
Appraisers
in
performance
appraisal
Customers Peers

15. COMPANIES USING 360 APPRAISAL
HCL WIPRO TATA Infotech
Infosystems
RELIANCE GE(India)
Industries

16. Formal v/s
informal
What Whose
methods? performance?
When to Appraisal Who are the
evaluate? raters?
design
What to What
evaluate? problems?
How to
solve?

17. BARS
PERFORMANCE POINTS
Extremely good 7
good 6
Above average 5
Average 4
Below average 3
Poor 2
Extremely poor 1

18. Objectives of PA PROCESS of
Performance
Establish job expectations appraisal
Design an appraisal programme
Appraise performance
Performance interview
Archive appraisal data
Use data for appropriate purposes