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Performance appraisal

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Performance appraisal

  2. 2. What is performance appraisal? • IDENTIFICATION :Means determining what areas of work the manager should be examining when measuring performance – essentially focusing on performance that affects organizational success. • MEASUREMENT: Entails making managerial judgment of how good or bad employee performance was • MANAGEMENT: Appraisal should be more than a postmortem examination of past events. It must take a future oriented view of what workers can do to realize their potential.
  3. 3. PERFORMANCE APPRAISAL (clevaland;bernardin; murphy;baker) • It is a method of evaluating the behaviour of employees in the work spot , normally including both the quantitative and qualitative aspects of job performance. • It is a systematic and objectives ways of evaluating both work related behaviour and potential of employees.
  4. 4. • It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally , establishing a plan of improvement.
  5. 5. OBJECTIVES • It could be taken either for evaluating the performance of employees or developing them. • Evaluation :Telling the employee where he stands and using decisions concerning pay, promotion etc. • The developmental objectives focus on finding individual and organizational strength and weakness.
  6. 6. • Developing healthy superior-subordinate relations • Offering appropriate counseling to the employee with a view to develop his potential in future. • Training and development programmes : It can serve as a guide for formulating a suitable training and development programme • Promotion decisions: It can serve as a useful basis for job change or promotion.
  7. 7. • Personal development: It can help reveal the causes of good and poor employee performance. • Compensation decisions: It can serve as a basis for pay raises . • Feedback : It enables the employee to know how well he is doing on the job.
  8. 8. CHARACTERISTICS • It is a systematic process • It tries to find out how well the employees performing the job and tries to establish a plan for further improvement. • Performance appraisal may be formal or informal • It is not limited to calling the fouls. • It is not job evaluation. • It is not a past oriented activity
  9. 9. PERFORMANCE APPRAISAL PROCESS • Establish performance standards. • Communicate the standards. • Measure actual performance. • Compare actual performance with standards and discuss the appraisal. • Taking corrective action , if necessary.
  10. 10. PERFORMANCE APPRAISAL METHODS • Individual evaluation methods • Multiple person evaluation methods • Other methods
  11. 11. Individual evaluation methods • Confidential report • Essay evaluation • Critical incidents • Checklists • Graphics rating scale • Behaviorally anchored rating scales • Forced choice method • MBO
  12. 12. Multiple person evaluation method • Ranking • Paired comparison • Forced distribution
  13. 13. Other methods • Group appraisal • HRA • Assessment centre • Field review