Professional Documents
Culture Documents
PRAGATI JAIN
SHRIRAM COLLEGE OF
COMMERCE
INTRODUCTION
Managing human resources in todays dynamic environment is
becoming more and more complex as well as important.
Recognition of people as a valuable resource in the
organization has led to increasing trends in employee
maintenance, job security, etc
My research project deals with Performance Appraisal as
carried out at reliance.
RATIONALE
INTRODUCTION TO
HRM
Theprocess of hiring anddeveloping employeesso that they
become more valuable to theorganisation.
Itincludes conductingjob
analysis,planningpersonnelneeds,recruitingtheright people
for the job, orienting andtraining,managingwages
andsalaries,providingbenefitsandincentives, evaluating
performance, resolvingdisputes, and communicating with all
employees at all levels.Examplesof corequalitiesof HR
management are extensiveknowledgeof theindustry,
leadership, andeffectivenegotiationskills. Formerlycalled
personnel management.
WHAT IS PERFORMANCE
APPRAISAL?
ERFORMANCE APPRAISAL
TECHNIQUES USED BY
RELIANCE
RATING SCALES
A widely used appraisal method that rates employees according
to defined factors. The scale includes several categories,
normally five to seven in number, defined by adjectives such as
outstanding, meets expectations or needs improvement. One
reason for the popularity of the ratings scale method is its
simplicity, which permit quick evaluation of many employees.
The factors chosen for evaluation are typically of two types job
related and personal characteristics. The rater(evaluator)
completes the form by indicating the degree of each factor that
is most descriptive of the employee and his or her performance.
Evaluators total and then average the points in each part . Then
they multiply this average by a factor representing the weight
given each section. The final score for the employees is the
total of each sections points.
CRITICAL INCIDENTS
A performance appraisal technique that requires a written
record of highly favourable and highly unfavourable work
behaviour. When such an action a critical incident affects the
department significantly, either positively or negatively, the
manager writes it down. With this method, the appraisal is more
likely to cover the entire evaluation period and not focus on the
last few weeks or months.
ESSAY METHOD
A performance appraisal method in which the rater writes a brief
narrative describing an employees performance. Ratings of this
type depend heavily on the evaluators ability. Supervisors with
excellent writing skills, if so inclined, can make a marginal worker
sound like a top performer. However, some managers believe that
the essay method is not only the most simple but also an
acceptable approach to employee evaluation.
WORK STANDARDS
A performance appraisal method that compares each
employees performance to a predetermined standard or
expected level of output. Several methods are available to
determine work standards, including time study and work
sampling. An obvious advantage of using standards as appraisal
criteria is objective, they should understand clearly how the
standards were set. Management must also explain the
rationale for any changes to the standards.
RANKING
A performance appraisal method in which the rater simply
places employees from a group in rank order of overall
performance. A difficulty occurs when individuals have
performed at a comparable rate(as perceived by the evaluator).
Paired comparison is a variation of the ranking method in which
performance of each employee is compared with every other
employee in the group. Overall performance, is often the basis
for the comparison. The employee who receives the greatest
number of favourable comparisons receives the highest
ranking.
FORCED DISTRIBUTION
A performance appraisal method which requires the rater to
assign individuals a group to a limited number of categories
similar to a normal frequency distribution.
Because of slowing economy and an increased focus on pay for
performance, many firms have insulted some rankings or gotten
tougher with their existing systems. Proponents of forced
distribution believe they facilitate budgeting and guard against
weak managers who are too timid to get rid of the poor
performers. They think that forced rankings require managers to
be honest with workers about how they are doing.
Thank you!