1. EMPLOYEE APPRAISAL
Employee appraisal is a regular
record of an employee’s
performance, potential and
development needs.

2. HISTORY
 In 1911, Frederick Taylor published two books:
o The principle of scientific management
o Shop management
• These twins stands as testament to his work in the
area of identifying, improving, and most crucially,
modifying the flow of employee.
• Silicon Valley is also a consultant of appraisal.
• Harold Fethe came up with something Visual 360.
• Performance appraisal software is also introduced
by Taylor.
• Performance appraisal software is used by 39
million workers across 2400 different companies .

3. Methods of Performance Appraisal
There are fowling methods of performance
appraisal.
 Graphic Rating Method
 Assessment Centers
 Role Analysis
 The 'halo' or 'horns' effect
 Human Resource Accounting (HRA)
 Weighted Checklists
 Paired Comparison Method

4. TYPES OF EMPLOYEE APPRAISAL
There are different types of employee appraisal. i.e:
 Trait-focused performance appraisal.
 Behavior focused performance appraisal:.
 Unstructured method:
 Straight ranking:
 Paired comparison:
 Grading and check list:
 Management by objective:
 Psychological appraisal:.
 360-degree:

5. Process Of Employee Appraisal
1. Determine
Performance
requirements
2. Choose an
appropriate
appraisal method
3. Train
Supervisors
4. Discuss
method with
employees
5. Appropriate
according to job
standards
6. Discuss
Appraisal with
employees
7. Determine
future
performance
goals

6. INTRODUCTION OF U.S DENIM
 The name has been associated with jeans
manufacturing for almost two centuries.
 It has worldwide relationships with many countries.
 Its Head Office at Lahore.

7. U.S DENIM EMPLOYEE APPRAISAL
 A formal process which identifies employee contribution
and workplace behaviors. The primary reason is to
provide feedback and encourage employees to work at
their best so that the U.S denim can reach its mission
and goals.

8. Annual Appraisal System
Purpose:
To detail systems and procedures adopted and
maintained by U.S Denim is to appraise the annual
performance of all employees.
Responsibilities:
 Departmental head or immediate supervisor under
whom appraise is working
 Reward, remuneration will be finalized by Managing
Director.

9. CONCEPTS BEHIND APPRAISAL SYSTEM
Employees would Work hard and better when they feel that;
 They are wanted in organization.
 Experiencing success in their tasks.
 Organization is providing them opportunities for their
performance to be recognized and reward.
 They are being trusted and treated with dignity.
GUIDELINES FOR FILLING UP THE ANNUAL PERFORMANCE
APPRAISAL FORM
 Assess appraise in relation to present post requirements.
 Ratings should be as objective as possible.

10.  Assess on entire period of appraisal instead of
isolated incidents.
 Consider each performance dimensions
independently.
 Examine and discuss areas of strengths and
weaknesses.
 Indicate your appraisal by ticking in right column.
 Cross the dimension if its not applicable.
SELF APPRAISAL (Objective)
 To appraise one’s own self on target quality.
 Change is faster when its self initiated.
 To enable the employee to feel the need of change.
 Gives a chance to aware him about his skills .

11. RATING CATEGORIES
Below Standard:
Performance meets not only minimum standards
Poor:
Performance meets minimum acceptable standards
Fair:
Performance of most duties is adequate, meets most
standards in an acceptable manner
Good:
Performs all duties & responsibilities in a comprehensive
manner, some are carried out in a superior manner
Excellent:
All duties and responsibilities are conducted in a thoughtful
manner with little or no need for direction

12. CRITERIA FOR GRANTING INCREMENTS
Executive employees with minimum six months
service will be eligible for increment
Percentage of increment will base on the score 1-5
No increment on performance below 2.50% or below
Full increment for Executives with 1.5 year service
PROCEDURE:
Appraisal forms of management staff will be with six
months service will be sent to departmental heads
Dept head get the self appraisal forms from
concerned employees and fill the remaining forms of
appraisals

13. Forms completed in all respects will be sent back to HR
departments before due date.
HR department issue the increments letters of all
eligible's.
INCREMENT:
Awarded to employees annually in January
Awarded to Executives annually in July
CAREER ADVANCEMENT:
Bases upon job performance and management
evaluation
U.S Denim provides training programs for improving
employees skills.

14. AWARD RECOGNITION:
 APA (Annual Performance Awards) for executives
 Profit sharing with employees
 Employees of the month
 Furnishing allowance
 Electricity bills
 Children education plan
 Long service award
 Eid gifts, foreign tours after achieving targets

15. Comparison:
 Company conducts annual appraisal and improve
their performance and appreciate them by giving
them rewards. But it’s a slow process and feedback is
provided once in a year.
 By using other techniques like Role Analysis,
Psychological performance could be understand
much better and providing feedback on quarterly or
semiannually basis improves the efficiency or
organization. To judge the increments more
accurately its better to conduct appraise after regular
short intervals.

16. SWOT Analysis
Strengths:
 Perform appraisals in regular manner.
 Specific criteria for increments and rewards.
 Provide training programs & recognize employees
power.
Weaknesses:
 Slow feedback to employees about their job
execution.
 Wastage of time.
 Effective decisions are late.

17. Opportunities:
 Growing market could be captured through well
appraisal.
 Helps to retain & find creative, hardworking
employees.
 Creates employees loyalty.
Threats:
 By using more effective appraisal techniques
competitors could get an edge over the U.S Denim.
 Effective change in other companies labor policies.
 Competitors can break company employees if reward
policies are not satisfactory.

18. Conclusion:
Appraisal system is very important for the progress of
organization as it evaluates the strengths and
weaknesses of employees and give us idea what
should be done to improve the progress and how
much increments should be provided to those who are
working up-to the mark and participating actively in
Organization achievements.
Suggestions:
 Provide rapid feedback than annually basis.
 Appoint sincere expertise for Appraisal Process.
 Use some more appraisal techniques to perform the
job better.