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Performance appraisal.pptx

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Performance appraisal.pptx

  1. 1. Performance Appraisal Annual review, performance review/evaluation, employee appraisal, a performance appraisal Nirmala Roberts India
  2. 2. Performance Appraisal A regular review of an employee's job performance and overall contribution to a company. Evaluates - skills, achievements, and growth, or lack thereof.
  3. 3. Performance Appraisal “A systematic, periodic and so far as humanly possible, an impartial rating of an employee's excellence in matters pertaining to her/ his present job and to his potentialities for a better job.” - Edwin B. Flippo
  4. 4. Characteristics of Performance appraisal �A uniform, objective, standardized performance review – done periodically �Involves formal evaluation and documentation of how well the employee has performed the job �Based on a systematically gathered information over a time period �It is NOT job evaluation �Done in relation to job specification �Is confidential
  5. 5. Purpose of Performance Appraisal �Part of a company's performance management system �Determine job competence & aspirations of employee �Help improve the quality of service �Provide and maintain data – �On individual job performances �For future job assignments, pay & compensation �To place ✓ person at the ✓ job. �To Justify the decisions related to promotions, pay hikes, bonuses, termination
  6. 6. Purpose of Performance Appraisal �Enhance staff- devt and motivate personnel �Improve communication �Encourage better relationship among employees �Basis for changing/ modifying behaviour toward more effective working habits �Provide a platform for – �Resolving problems with the workload, a teammate, or a project �Sharing grievances with the team members on their performance/ progress
  7. 7. The Process…. �Creation (of a predefined standard of factors) - work knowledge, work performance, work attitude, leadership quality, team player behaviour, consistency, decision-making abilities, and skills �Comparison - of actual performance, and personality of employee, with the expected standards
  8. 8. Performance Monitoring & Appraisal
  9. 9. Methods of Performance Appraisal Traditional Methods Modern Methods Ranking Method Paired Comparison Grading Method Forced Distribution Method Checklist Method Essay Method MBO 360 degree Appraisal Cost Accounting Method Assessment Centers Behaviourally anchored Rating Scale 1 2 6 5 5 4 4 3 3 2 1
  10. 10. Individual SWOT analysis S W O T
  11. 11. Writing an employee evaluation �Review of the employee's job description. �Get an account of and review the employee’s job performance �Highlight areas of improvement �Compare strengths and weaknesses �Recommend actionable goals �Provide constructive feedback �Welcome employee input
  12. 12. Performance Appraisal comments Overall Performance: Rating 82%. Comments: a) A disciplined and reliable worker. Always available for team members. b) Well organized and efficient. c)Takes efforts to self educate on the latest d)Provides support, insights, direction, and ideas to other team members Goals Achieved: Rating 70% Comments: Was very efficient while working for the goal attainment. As the set goal is higher, 70% achievement is a significant performance. More can be achieved by carefully planning the work process. Improvement: Rating 65% Comments: The achievement is quite significant still there is a lot of room for improvement. The employee can be proactive in problem-solving and boost the growth journey.
  13. 13. Inadequacies of appraisal systems � Managers – �Lack objectivity in performance appraisal �Compare an employee to their co-workers �Make arbitrary judgments– Due to inadequate information about the subtleties of performance (attitude, initiative…) �Incomparable ratings by different managers �Rating on results rather than on behaviour - demotivating �Inadequate managers and managers playing God �Unwilling to do the appraisal – Lack of confidence, fear of damaging self esteem; don’t want to do it straight forward
  14. 14. Inadequacies of appraisal systems � Employee – �Feel that performance reviews don't change anything �Promotions and layoff decisions based on Inadequate data leads to acrimonious debate. �Frustration over delayed recognition of good performance �Anger over delayed judgment for inadequacies long past. �Neither manager nor employee really care about it
  15. 15. Questions…. �What is performance appraisal (PA)? �Characteristics of PA �Purpose of PA? �Procedure of performing a PA? �Writing a PA

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