PRESENTATION ON PERFORMANCE APPRAISAL

PRESANTED BY SHAILENDRA TIKKHA

MEANING OF PERFORMANCE APPRAISAL

According to Edwin Flippo "Performance Appraisal is the systematic, periodic and impartial rating of an employee's excellence, in matters pertaining to his present job and his potential for a better job." According to Dale Beach "Performance Appraisal is the systematic evaluation of the individual with regards to his or her performance on the job and his potential for development

PROCESS OF PERFORMANCE APPRAISAL

The Performance Appraisal process involves the following steps

Establish the Standards of Performance. Communicate these standards to employees. Measure the actual performance

 Compare actual performance with the standards established.

In case of variation, initiate corrective action.

Communicate the rating to the employee. Discuss the feedback with the employee.

Conduct post-appraisal Interview.

Initiate corrective action if required.

PURPOSE / USES OF PERFORMANCE APPRAISAL

ADVANTAGES OF PERFORMANCE APPRAISAL

- SWOT Analysis -Career Planning -Suitable Placement -Self-Development -Effective Training Programme -Sound Personnel policies -Employee Employer Relations. -Higher Employee Productivity. -Performance Appraisal

LIMITATIONS OF PERFORMANCE APPRAISAL -Personal Bais -Halo Effect -Horn Effect -Lack of Uniform Standards -Appropriate Appraisal Technique -Wrong Appraisal by superiors -Stress on Individual and not on Performance.

THANK YOU.

 Stress on Individual and not on Performance. (8) Central Tendency : Many a times to be on the safer side the rater would put the ratee on average scores. This happens because of 2 reasons first of all if the rater does not want low scores to the ratee. Secondly, if he himself is not competent and would not like to show his incompetency