The document provides an overview of performance appraisal processes and methods. It defines performance appraisal, outlines its objectives and processes. It describes various methods of performance appraisal including graphic rating scales, ranking, forced choice, critical incidents, management by objectives. It discusses sources of information, challenges, errors and strategies to improve performance appraisal.
5. PA Objectives Documentation Organizational Maintenance Promotions Training and development Pay scales & Pay raise Constructive criticism and guidance Administrative uses HR programmes Communication
6. Appraisal Process Establish job Expectations Design an Appraisal Programme Appraise Performance Performance Interview Objectives of Performance Appraisal Archive Appraisal Data Use appraisal data for appropriate purposes
19. MBO HAS A METHOD OF PERFORMANCE APPRASIAL.USES AND LIMITATIONS
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33. Paired-Comparison Method (contd..) The no. of comparisons may be calculated with the help of a formula: N (N-1) 2 where N is the no. of employees to be compared.
44. How to implement 360º PA? EXPLAIN THE PUROSE OF THE PROCESS DEFINE SKILL MODEL DISCUSS WITH EMPLOYEE PROVIDE FEED BACK PROCESS QUESTIONNARIES COMPLETE QUESTIONNAIRES DISTRIBUTE QUESTIONNARIES
54. Performance Appraisal and Other HRM Functions Performance appraisal validates selection function Selection Selection should produce workers best able to meet job requirements Performance appraisal determines training needs Training and Development Training and development aids achievement of performance standards Performance appraisal is a factor in determining pay Compensation Management Compensation can affect appraisal of performance Performance appraisal judges effectiveness of recruitment efforts Recruitment Quality of applicants determines feasible performance standards Performance appraisal justifies personnel actions Labor Relations Appraisal standards and methods may be subject to negotiation
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56. Common Errors in the Appraisal Process Halo Error/ Horn Error First Impression Error Recency Error Leniency Error Severity Error Central Tendency Error Stereotyping Attribtion bias
57. Responsibility Commitment Initiative Sensitivity Judgment Communication Observation of specific behavior (s) (e.g., volunteers to work overtime) Halo Error/Horn Error : rating a single individual based on the interviewer’s general feeling toward the individual so that employee receives nearly identical ratings (usually high) on all performance areas High ratings on other performance dimensions
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60. Strategies to Better Understand and Measure Job Performance Improve Appraisal Formats Select the Right Raters Understand Why Raters Make Mistakes
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