PERFORMANCE APPRAISAL LECTURE: 8

Sara Aslam Spring 2013 Kinnaird College for Women

PERFORMANCE APPRAISAL
Performance Appraisal (PA) refers to all those procedures that are used to evaluate the personality, performance, and potential, of its group members

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RELATIONSHIP BETWEEN JOB ANALYSIS, PERFORMANCE STANDARDS AND PERFORMANCE ANALYSIS

Job Analysis
Performance Standards Performance Appraisal

Describes work and personnel requirements of a particular job

Translate Job into levels of acceptable and unacceptable performance

Describes the jobrelevant strengths and weaknesses of each individual

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BENEFITS OF PERFORMANCE APPRAISAL

Appraisal offers employees: Direction Feedback Motivation

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BENEFITS OF PERFORMANCE APPRAISAL TO COMPANY

Appraisal offers the company: Documentation Employee Development Feedback Motivation System

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WHY APPRAISALS ARE IMPORTANT?

Recognise accomplishment Guide Progress Review Performance Improve Performance Set goals Identify Problems Discuss Career Advancement

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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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Immediate Supervisor

Self-Rating

Peers

Potential Appraisers

Subordinates

Rating Committee

360-Degree Feedback

Human Resource Management Instructor: Sara Aslam

THE APPRAISAL INTERVIEW (CONTD)

Guidelines for Conducting an Interview

Human Resource Management Instructor: Sara Aslam

Talk in terms of objective work data.

Dont get personal.

Encourage the person to talk.

Dont tiptoe around.

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THE APPRAISAL INTERVIEW (CONTD)

Potential Appraisal Problems

Unclear Standards

Halo Effect

Central Tendency*

Leniency or Strictness

Bias
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Human Resource Management Instructor: Sara Aslam

DEFINITIONS OF THE TERMS*

Central tendency:
This occurs when supervisors avoid rating their employees either very high or very low.

Halo Effect:
It is when When we consider a person good (or bad) in one category, we are likely to make a similar evaluation in other categories.

Leniency
Some supervisors rate their employees toward the high end of the scale no matter what the actual performance is.
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APPRAISING PERFORMANCE: PROBLEMS AND SOLUTIONS (CONTD)

How to Avoid Appraisal Problems

Use the Right Tool Know Problems

(measure what needs to be measured)

Train Supervisor s

Control Outside Influences

(that cause to slow down the performance temporarily)

Keep a Diary
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Human Resource Management Instructor: Sara Aslam