3. Performance Appraisal
(Definition)
According to Newstrom, “It is the process of EVALUATING
the performance of employees, sharing that information
with them and searching for ways to improve their
performance’’.
5. Steps in Performance Appraisal
Establishing job standards
Designing an appraisal programme
Appraise performance
Performance interview
Use appraisal data
For appropriate purpose
6. Performance Appraisal
(Objectives)
• Opportunity to Regularly Discuss Results
• Supervisor Identifies Strengths and Weaknesses
• Fair and Equitable Format
• Basis for Salary/Promotion Recommendations
7. Process of Performance Appraisal
Setting performance
goals and objectives
Determining key
competencies
Measurement of
performance against
the goals and
objectives
Measurement of
performance against
key competencies,
Feedback of results.
Amendment to goals
and objectives
8. Reasons for Performance Appraisal
Compensation "Pay for Performance"
Job Performance Improvements
Feedback to Subordinates
Documentation for Decisions
Goal Setting - Later Evaluation
Promotion Decisions
Identify Training Needs
HR Planning
32. Graphics Rating Scale
Quantity of work: Volume of work under
normal working conditions
Unsatisfactory
(1)
Fair
(2)
Satisfactory
(3)
Good
(4)
Out
Standing
(5)
Quality of work: Neatness, thoroughness
and accuracy of work Knowledge of
job
A clear understanding of the factors
connected with the job
Attitude: Exhibits enthusiasm and
cooperativeness on the job
Table: Typical Graphic Rating Scale
Employee Name................... Job title .................
Department ......................... Rate ...............
Data ..................................
40. Issues in Performance Appraisal System
Appraisal Design?
Formal and informal
Whose performance?
Who are the raters?
What problems?
How to solve?
What to evaluate?
When to evaluate?
What methods?