performance presentation final

8/7/2019 Performance Presentation FINAL

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Performance Appraisal :

Performance Appraisal (PA) refers to all

those procedures that are used toevaluate the personality, performance,

potential of a Individual or a group.


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Relationship between job analysis and

performance appraisal:

Job analysis performance performance

standards appraisal

Describes work

& Personnel

Requirement

Of a particular

job

Translate job

Into levels of

To acceptable

Or unacceptable

performance

Describes the

Job relevant

strengths andweakness of

Each individual


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Characteristics

It is a step by step process.

It examine the employee strength

and weaknesses.

Scientific and objective study

Ongoing and continuous process

Secure information for making

correct decisions on employees


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Needs and Objectives:

Provide feedback about employees.

Provide database.

Diagnose the S & W of individuals

Provide coaching, counseling, career planningto subordinates.

Develop positive relation and reduce

grievance. Facilitates research in personnel management.


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Appraisal Benefits

For Employees :

1. Direction

2. Feedback3. Input

4. Motivation


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Appraisal Benefits

For Company :

1. Documentation

2. Employee Development3. Feedback

4. Legal Protection

5. Motivation System


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Steps in performance appraisal

Establishing job standards

Designing an appraisal programme

Appraise performance

Performance interview

Use appraisal data

For appropriate purpose


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Setting

performance

standards

Communicating

standards

Measuring

standards

Comparing

standards

Discussing

results

Taking corrective

standards

Process of PA :


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What to evaluate? (Philip Model)

Problemchildren

Planned

separation

Stars

Social

citizen

L H

L

Potential

Performance

H


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Essentials of an effective appraisal system

Mutual trust Clear objectives Standardizations Training

Job relatedness Documentation Feedback and participation Individual differences

Post appraisal review Review and appeal


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Performance Appraisal Methods

1. Individual Evaluation Methods

i. Confidential Report

ii. Essay Evaluation

iii. Critical Incidents

iv. Checklists

v. Graphic Rating Scale

vi. Behaviorally Anchored rating Scale

vii. MBO


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Ex: A fire, sudden breakdown, accident

Workers Reaction Scale

A informed the supervisor immediately 5

B Become anxious on loss of output 4C tried to repair the machine 3

D Complained for poor maintenance 2

E was happy to forced test 1

Critical Incident method


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BARS( behaviorally Anchored rating scale)

Step 1. Identify critical incidents

Step 2. Select performance dimension

Step 3. Retranslate the incidents

Step 4. Assign scales to incidents

Step 5. Develop final instrument


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MBO Process

Set organizational goals

Defining performance target

Performance review Feedback


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Problems in performance appraisal

1. Central Tendency Error

2. Contrast Error

3. False Attribution

4. Halo Effect

5. Leniency Error

6. Perceived Meaning


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7. Recency Error

8. Severity Error

9. Stereotyping

10. Lack of Documentation

11. Inadequate Feedback

12. Poor Leadership Training


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Essentials of an effective appraisal system

Mutual trustClear objectivesStandardizationsTraining

Job relatednessDocumentationFeedback and participationIndividual differences

Post appraisal reviewReview and appeal


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performance presentation final

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