This presentation is all about performance appraisal , its techniques and its analysis.

1. PERFORMANCE APPRAISAL
UNDER THE PRESENTED
GUIDANCE BY:
OF: APOORVA SAINI
DR. NAMRATA ASHIMA GARG
SANDHU MANIRAT KAUR

2. TOPIC
 Interview two managers. Ask them what
criteria have used for their performance
appraisal. Are their criteria verifiable? Do these
managers think that the performance
evaluation measures their performance in a
fair manner?

3. PERFORMANCE
APPRAISAL
 A performance appraisal is an
evaluation done on an employee’s
job performance over a specific
period of time.
 Step where the management
finds out how effective it has been
at hiring and placing employees.

4. OBJECTIVES
EMPLOYEE ORGANIZATION
 Concrete & tangible  Measuring the
particulars about efficiency.
their work.
 Assessment of  Maintaining the
performance. organizational
 Reduce the control.
grievances of the  Manpower
employees. information.
 Diagnose the training
& development
 Improve efficiency &
needs of the future. effectiveness .

5. ADVANTAGES
 Provide a record of performance over a period
of time.
 Provide an opportunity for a manager to meet
& discuss performance .
 Provide the employee with feedback about
their performance.
 Provide an opportunity for an employee to
discuss issues & to clarify expectations.
 Can be motivational with the support of a good
reward and compensation.

6. DISADVANTAGES
 Negative experience.
 Time consuming
 Overwhelming to managers with many
employees.
 Based on human assessment & are subject to
rater errors and biases.
 Can be a waste of time if not done
appropriately.
 Create a very stressful environment for
everyone involved.

7. PROCESS

8. TECHNIQUES
INDIVIDUAL EVALUATION METHODS:
 Confidential report
 Essay evaluation
 Critical incident
 Check list
 Graphic rating scale
 Behaviorally anchored rating scale
 Forced choice
 MBO

9. CONTD…
MULTIPLE PERSON EVALUATION
METHODS:
 Ranking
 Paired comparison
 Forced distribution

10. INTERVIEW-1
Brig. (Dr.) R.S. Grewal
Vice Chancellor, Chitkara
University
VIDEO1
VIDEO2

11. ANALYSIS
 VIEW:
Tool to measure the output
Decides the future
 MOTIVATION : yes
More efforts
Job security

12.  CRITERIA:
Job description
Performance upto expectations
Team work
Initiative
Aptitude
Loyalty
Sincerity

13.  Verifiable : yes
 Technique
Self appraisal
Reviewing officer
 Subjective or objective: mix
 Judging or self appraisal
Initiating or reviewing officer
 Period : continuous

14. INTERVIEW-2
DR. C.M. BHAN
( DIRECTOR, HOSPITALTY )
 VIDEO

15. ANALYSIS
FACULTY/STAFF STUDENTS
 Educational  Academics
qualification  Appearance
 Training  Punctuality
 Exposure  Attendance
 Communication skills
 Worked in
consultancy  Attitude
 Reliability
 Involvement in
 Responsible towards
institutional activities work
 Further qualification  Quality of work

16. WEIGHTAGE:
 Level of knowledge
 Awareness
CRITERIA:
 Ratings by faculty
 Appraising
 Supporting

17. REVIEWS:
 Faculty-annually
 Student-continuous
VERIFIABLE?:- YES
 Student of the month
 Student of the year

18. FORMS

22. CONCLUSION
 In conclusion, performance appraisals are
important. Do them effectively and it will
maximize their value.
 Performance appraisals are only as good as
the performance management system it
operates within.
 An advantage for accomplishing goals and
ultimately the strategic plan.