1.
Cracking the Organisational Appraisal Code
Strategies and techniques for assessing organisational strengths, weaknesses and
performance.​

2.
Do you know how well your
organisation is positioned to
achieve its goals?

3.
Organisational
Appraisal; an
overview
While many organisations are trying to reduce
costs, increase revenue, stay competitive and
responsive to the ever-changing business
environment, internal analysis (also known as
corporate appraisal) remains essential for
continuous improvement.
“
Click here to read: Cracking the Employee Promotion Code

4.
What is Organisational
Appraisal
Organisational Appraisal refers to the process of
evaluating the overall performance, effectiveness
and impact of an organisation as a whole. This
includes evaluating various aspects of the
organisation such as its structure, culture,
processes, management, strategy, and
outcomes.
The purpose of Organisational Appraisal is to
identify areas of strength and weakness and to
suggest ways to improve overall performance
and achieve organisational goals.

5.
Factors Influencing Organisational Appraisal
Trends of Results
Risks
Production Activity
Finance Resources
Organisation Culture
Corporation Capability
Change in Leadership in the organisation
Technology
Profit Sources
Stakeholder Involvement
Utilization of Resources Systems

6.
Organisational appraisal helps
businesses to assess their
performance in terms of efficiency,
effectiveness, and impact.
To assess overall performance
By conducting an appraisal,
organisations can identify areas
for improvement and take steps
to enhance their operations.
To identify areas for
improvement
It can be used to inform
decisions about resource
allocation, such as which
departments or initiatives need
more support.
To inform resource allocation
Regular organisational appraisal
helps to create a culture of
continuous improvement, where
organizations are always looking for
ways to enhance their operations.
To foster a culture of continuous
improvement
appraisal helps to increase
accountability by providing a
systematic evaluation of the
organisation and its performance.
To increase accountability
Results of an organisational appraisa
provide valuable insights that can be
used to inform decisions about
organisational changes, resource
allocation, and future planning.
support effective decision-making
Why conduct
Organisational
Appraisal?

7.
Factors to be Analysed in Organisational Appraisal
02
0
4
0
6
05
03
01
Organisational
Capability
Synergistic
Effect
Competencies
Weaknesses
Strengths
Strategic
Advantage
Organisational Resources Organisational Behaviour
+

8.
Approaches to Organisational
Appraisal
⮚ Identify strategic factors
⮚ Research the strategic significance of
the Factors
⮚ Analyse the strengths and weaknesses
of the most important success factors
⮚ Prepare an advantage-based strategic
profile
⮚ Link strategic advantages and
opportunities

9.
TECHNIQUES FOR
ORGANISATIONAL
APPRAISAL

10.
Methods/Techniques for Organisational Appraisal
1. Value Chain Analysis
2. Quantitative Analysis
3. Comparative analysis
4. Comprehensive Analysis
5. SWOT Analysis
6. McKinsey’s 7 S
Framework
01
02
03
04
05
06
Techniques for
Organisational
Appraisal
Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial Analysis
Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking
Comprehensive Analysis
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats,
McKinsey’s
7 S Framework
Strategies,
Structure,
Systems, Style,
Skills, Shared
values, and Staff
Click here to read: Running an Effective Strategy Review Meeting

11.
01
It is a strategy tool used to
analyse internal firm activities. It
aims to recognise which
activities are the most valuable
to the organisation and which
could be improved to provide
competitive advantage
The value chain are segmented
into primary and secondary
activities
Value Chain
Analysis
01 Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
02
03
04
05
06
Techniques for
Organisational
Appraisal
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial Analysis
McKinsey’s
7 S Framework
Strategies, Structure,
Systems, Style, Skills,
Shared values, and Staff
Comprehensive Analysis
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats, Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking

12.
02 The analysis of a company's
effectiveness using figures is one of the
most widely employed techniques. It
helps to assess performance, strengths
and weaknesses.
A quantitative analysis can be done
using:
i. Financial Analysis: aim to assess
the financial health of the company.
i. Non-financial Analysis: aids in
assessing the organisation.
Quantitative Analysis
01
02
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial Analysis
03
04
05
06
Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
Techniques for
Organisational
Appraisal
McKinsey’s
7 S Framework
Strategies, Structure,
Systems, Style, Skills,
Shared values, and Staff
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats,
Comprehensive Analysis
Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking

13.
01
02
03
Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking
04
05
06
03When they are distinct and
exclusive, an organisation's
strengths and weaknesses give
it a competitive advantage. As a
result, a company should
assess its capabilities in relation
to those of its competitors.
It can be done using three (3)
base:
i. History
ii. Industry Norms
iii. Benchmark
Comparative Analysis
Techniques for
Organisational
Appraisal
McKinsey’s
7 S Framework
Strategies, Structure,
Systems, Style, Skills,
Shared values, and Staff
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats,
Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial Analysis
Comprehensive Analysis
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems

14.
01
02
03
04
Comprehensive Analysis
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems
05
06
04
offers a comprehensive representation of
organisational strengths and weaknesses. The
techniques used are:
i. Key factor rating: key factors are analysed to judge
their positive and negative impact on the functioning
of the organisation.
ii. Balanced Scorecard: It integrates different
perspectives with vision and strategy to present a
comprehensive and balanced picture of organisational
performance.
iii. Business Intelligence systems: Data from internal
and external sources are used to estimate the
company’s strategic directions and operational
performance.
Comprehensive Analysis
Techniques for
Organisational
Appraisal
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats,
Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial Analysis
McKinsey’s
7 S Framework
Strategies, Structure,
Systems, Style, Skills,
Shared values, and Staff
Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking

15.
01
02
03
04
05
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats,
06
05
SWOT analysis is an organizational appraisal
technique that helps in understanding the internal
and external environment
Strengths (S): A competency that helps a company
obtain an advantage over its competitors is called
strength.
Weakness (W): a restriction or constraint that gives
the organisation a competitive disadvantage.
Opportunity (O): an encouraging condition in
the environment.
Threat (T): an adverse condition in the environment.
Strength and weaknesses can be identified through
organisational appraisal
or analysis of the internal environment.
SWOT Analysis
Techniques for
Organisational
Appraisal
McKinsey’s
7 S Framework
Strategies, Structure,
Systems, Style, Skills,
Shared values, and Staff
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial Analysis
Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
Comprehensive Analysis
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems
Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking

16.
01
02
03
04
05
06
McKinsey’s
7 S Framework
Strategies,
Structure, Systems,
Style, Skills, Shared
values, and Staff
06
The McKinsey 7S Framework is a
management system that highlights seven
internal elements of an organisation that
need to align for it to be successful.
It also can be used to examine the likely
effects of future changes in the organisation,
or to align departments and processes
The seven S’s stand for Strategies,
Structure, Systems, Style, Skills of
employees, Shared values, and Staff.
Mckinsey’s 7 S
Framework
Techniques for
Organisational
Appraisal
Quantitative
Analysis
i. Financial Analysis
ii. Nin-financial
Analysis
Value Chain
Analysis
Segments value chain into:
1. Primary
2. Secondary
SWOT Analysis
Strengths, weaknesses,
Opportunities, Threats,
Comprehensive Analysis
i. Key factor rating
ii. Balanced Scorecard
iii. Business Intelligence
Systems
Comparative
Analysis
i. History
ii. Industry norms
iii. Benchmarking

17.
Benefits of organisational appraisal
Improved employee morale
Regular organisational appraisal can help to improve
employee morale or motivate them by providing clear
and constructive feedback, and recognising good
performance.
Increased transparency
Organisational appraisal promotes transparency and
helps to build trust with stakeholders by providing a
comprehensive and objective evaluation of the
organisation.
Improved performance:
It helps to identify areas for improvement,
leading to improved performance and
better outcomes.
The benefits of organisational appraisal are numerous and can have a positive impact on an organisation's
performance and success. Some of the key benefits include:
Click here to read: How to Improve Your Employee Performance Evaluation Process

18.
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