Professional Documents
Culture Documents
Performance Appraisal is a formal , structured system of measuring and evaluating an employees job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee , organization and all benefit.
Providing basis for promotion, transfer and termination Enhancing employees effectiveness Identifying employees training and development needs Aiding in designing training and development programs Removing work alienation Removing discontent Developing interpersonal relationship Aiding wage administration Exercising control Improving communication
Objectives of appraisal Establish job expectations Design appraisal program (Formal V/s Informal
Appraisal, Whose performance is to be assessed, Who are the raters, What problems are encountered, How to solve the problems, What should be evaluated, When to evaluate & What methods of appraisal are to be used)
Select performance factors (based on Job Description) to be evaluated and set the standards to be achieved Set the performance review period and communicate the standards
Identification
of performers and non- performers and their development for better performance Opportunity to prepare employees for assuming higher responsibilities Opportunity to improve communication between the employees and the management Identification of training and development needs Generation of ideas for improvements Better identification of potential and formulation of career plans
Improved performance throughout the organization Creation of a culture of continuous improvement and success Conveyance of message that people are valued
Past-Oriented
Methods
Rating Scales Checklist Forced Choice Method Forced Distribution Method Critical Incidents Method Behaviorally Anchored Rating Scales Field Review Method
Performance Tests & Observations Confidential Records Essay Method Cost Accounting Method
Management By Objectives Psychological Appraisals Assessment Centers 360-Degree Feedback Team Appraisal
Halo effect Leniency effect Recency effect Primacy effect Central Tendency effect Culture ,Stereotyping Perceptual set Fundamental Attribution error
Both the Top Management & employees should take the responsibility and accept the fact, ways to rectify intentional errors Ratings should be quantifiable Use multi-rater feedback style, methods should have hidden weights
Third party should be used to rate the employees, training Appraisers to be able to give negative feedback
1. 2. 3. 4. 5. 6.
WHAT SHOULD BE RATED Quality Quantity Timeliness Cost of effectiveness Need for supervision Interpersonal impact TIMING OF EVALUATION