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Information about PerformanceAppraisal

Published on January 19, 2018

Author: bsnavi123


Performance Appraisal System: Performance Appraisal System Presentation by Dr. B. S. Navi Associate Professor , Rani Channamma University PG Centre, Vijayapur Outline of Discussion: Outline of Discussion Introduction, Concept Clarification Evolution of performance appraisal Objectives Characteristics of PA Employee Evaluation Process Process of PA Performance Appraisal Criteria Performance Appraisal Methods Student Appraisal Methods Benefits of PA Factors that can Distort Appraisals/ Problems Concept of Personnel: Concept of Personnel Performance appraisal i.e. periodic assessment of the work and the potential of a person Administration of Discipline Performance means to do something Appraisal means to decide the value of work done PA means deciding the value of work done by an individual Evolution of PA: Evolution of PA Began in china 221-265 AD In 1883 New York City Civil Service in USA –before world war I (1914-18) In India after world war II (1939-45) First introduced in Union Carbide in 1940 and then followed by other business houses Indian Cos, use PA for T&D, providing feedback to employees and personnel research Latest approach to PA is the use of 360 Degree evaluation Performance Appraisal: Performance Appraisal Performance Appraisal is a formal system of review and evaluation of individual or team task performance. It is the process of determining and communicating to an employee how he is performing the job It is also known as Merit Rating/ Employee Appraisal PA is also known as Progress report, Staff assessment, Service rating, Personnel review, Employee review, Employee evaluation, Behavioral assessment etc. Contd…: Contd … Scott, Clothier and Spriegel - PA is the process of evaluating an employees performance of a job in terms of its requirements PA can benefit both employers and employees by improving job performance by making it easier to identify strengths and weaknesses and by determining suitability for development. Contd…: Contd … PA consists of all organizational processes that determine how well employees, teams and ultimately, the organization perform. Every HR function contributes to this performance Conducting performance appraisals is often a frustrating HRM task. Management Guru, Edward Lawler states- PAS neither motivate individuals nor effectively guide their development. Objectives of Performance Appraisal: Objectives of Performance Appraisal Promoting an open dialogue between employees and managers Clarifying performance expectations, setting goals, and monitoring progress Providing formal, written performance feedback Identifying and preparing individuals for increased responsibility Cultivating a transfer of knowledge between academics and work Developing workplace professionalism and skills Motivating employees through recognition and support Characteristics of an effective PAS: Characteristics of an effective PAS Job related criteria Performance expectations Standardization Trained appraisers Continuous open communication Performance reviews Due process Employee Evaluation Process: Employee Evaluation Process Establish performance standards Communicate performance expectations to employees Measure actual performance Compare actual performance with established standard Discuss the appraisal with the employee Initiate corrective action if necessary Process of Performance Appraisal: Process of Performance Appraisal Plan the performance Identify Performance Goals Communicate Goals Establish Performance Criteria Determine: Responsibility for Appraisal Appraisal period Appraisal methods Computer software Examine work performed Appraise the Results Conduct Appraisal Interview Discuss goals for next period Anticipate and consider: Problems in effective PAS Management support coaching and T&D Performance Criteria: Performance Criteria Traits-Attitude, appearance, initiative Behavior Competencies Goal achievement Improvement potential Performance Appraisal Methods: Performance Appraisal Methods Rating Scales: rates employees according to defined factors Critical Incident Method: a written record of highly favorable and highly unfavorable employee work behavior Essay Method: the rater brief narrative describing an employees performance Work Standards Method: that compares each employees performance to a predetermined standard or expected level of output. Contd…: Contd … Ranking Method: the rater simply places all employees from a group in rank order of overall performance Forced Distribution Method: requires the rater to assign individuals in a work group to a limited number of categories similar to a normal frequency distribution BARS Method: that combines elements of the traditional rating scale and critical incident methods Result based System: the manager and the subordinate jointly agree on objectives for the next appraisal period Student Appraisal Methods: Student Appraisal Methods Group discussion Exam evaluation Rank order rating Graphic rating scales Appraisal by results Interview 360 degree Benefits of PA: Benefits of PA To Appraiser Effective work assignments Clear cut responsibility for results Perspective in sizing up subordinates Objective basis for discussion of salary and promotion Aid to effective recruitment To Appraisee How am I doing Specific development of subordinates Factors that can Distort Appraisals/ Problems: Factors that can Distort Appraisals/ Problems Lack of objectivity Bias- + ve /- ve Leniency error Halo error Similarity error Recent behavior bias Personal bias (Stereotyping) Manipulating the Evaluation Low appraiser motivation Central tendency Inappropriate substitutes for performance Conclusion: Conclusion The objective of PA has shifted from an evaluation of employees to the identification of their potential and development. Traditionally it is used merely as a mechanism to control employees by taking administrative action Now it is a planned way of letting the subordinate know where he stands and how he is progressing Slide19: THANK YOU

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