Professional Documents
Culture Documents
APPRAISAL
BY :KARAN
DALVI
Objectives
Performance Appraisal:
Uses
Performance improvement
Compensation adjustments
Identify deficiencies in
staffing process
Placement decisions
Detect informational
inaccuracies
Avoidance of discrimination
External challenges
Performance Appraisal
Traditional Methods
Modern Methods
1.
Confidential Report
1.
Assessment Centre
2.
2.
3.
Straight Ranking
Human Resource
Accounting
4.
Paired Comparisons
3.
5.
Forced Distribution
Behaviorally
Anchored rating
Scales
6.
4.
7.
Checklist Method
Appraisal through
MBO
8.
Critical Incidents
9.
Group Appraisal
10. Field
Review
TRADITIONAL METHOD
1. Confidential Report
This is a traditional form of appraisal used in
most government organization. A confidential report
is a report prepared by the employees immediate
superior. It cover the strengths and weaknesses,
main achievements and failure, personality and
behavior of the employee. It is descriptive appraisal
used for promotion and transfers of employees.
45
40
35
No. of
employee
30
25
20
15
10
5
0
Poor
Good
Excellent
7. Checklist Method
A checklist is a list of statements that describe
characteristics and performance of employee on the job. The
ratter checks to indicate if the behavior of an employee is
positive or negative to each statement. The performance of an
employee is rated on the basis of number of positive checks.
Simple Checklist
1.
2.
3.
4.
5.
Yes/No
Yes/No
Yes/No
Yes/No
Yes/No
Most
Least
advance
for
Weighted Checklist
Traits
1. Attendance
Weight
s
0.5
1.0
1. Quantity of work
1.0
1. Quality of work
1.5
1. Dependability
1.5
1. Interpersonal relation
2.0
1. Organization loyalty
1.5
1. Leadership potential
1.5
Performance
Ratings
Reaction
Score
Modern Methods
1. Assessment Centre
Method
An assessment
centre is a group of
employees drawn from different work units. These
employees work together on an assignment similar to
the one they would be handling when promoted.
Evaluates observe and rank the performance of all the
participants. Experienced managers with proven ability
serve as evaluators. This group evaluaters all
employees both individually and collectively by using
simulation techniques like role playing, business games
and in basket exercises. Employees are evaluated on
job related characteristics considered important for job
success. The evaluators observe and evaluate
employees as they perform jobs.
3.
Performance Point
Extremely
good
Behavior
Good
Above
average
Average
Below
average
Poor
Extremely
poor
improved sales.
Can expect to keep in touch with the
goods in time.
Can expect to unload the trucks when
customers.
Can expect to take extended coffee breaks &
roam around purposelessly.
When to evaluate?
What to evaluate?
Whose performance?
Appraisal
Design
What problems?
How to solve?
Advantages
provide a record of
performance over a
period of time.
Can be motivational
with the support of a
good reward and
compensation
Provide an
opportunity for an
employee to discuss
issues and to clarify
expectations
provide an
opportunity for a
manager to meet &
discuss performance
Disadvantages
If not done appropriately, can
be a negative experience.
very time consuming,
especially for a manager
subject to rater errors &
biases.
If not done right can be a
complete waste of time.
Can be stressful for all
involved
Conclusion
Because