2. Introduction
⢠a method of
evaluating the
behavior of
employees in the
work place normally
including both the
quantitative and
qualitative aspects
of job performance
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3. Features of Performance
Appraisal
⢠be correlated with the organizational mission,
philosophies and value system;
⢠cover assessment of performance as well as
potential for development
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4. Objectives
⢠To create and maintain a satisfactory level of
performance.
⢠To contribute to the employee growth and
development through training, self and
management development programs.
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5. ⢠To help the superiors to have a proper understanding
about their subordinates.
⢠To facilitate fair and equitable compensation based on
performance.
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6. Importance of Performance
Appraisal
⢠to find out how well the employee is
performing the job and establish a plan of
improvement.
⢠Appraisal is arranged periodically according to a
definite plan.
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7. Self Appraisal
⢠the employee
himself gives
the feedback
or his views
and points
regarding his
performance.
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8. Tips for Self Appraisal
⢠Be honest
⢠Do the preparation
⢠Be objective
⢠Positive attitude
⢠Cover all the aspects
⢠Seek future
responsibilities
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9. Peer Evaluation
⢠designed by a task force of three to six workers,
to set the goals, benefits, and objectives of the
program; design a criteria-based performance
evaluation system; and conduct a pilot program
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11. Staff Evaluation
⢠The staff appraisal is a periodical advisory
and support discussion between staff
members and management, which also
reaches agreements about objectives and the
achievement of targets, which are then
incorporated in target agreements.
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13. 360 degree appraisal
⢠rating of an employee or manager by everyone
above, alongside and below him.
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14. Compensation
⢠refers to wide range of financial and non
financial rewards to employees for their
services rendered to the organization
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15. Collective bargaining
⢠a process of negotiations between employers
and a group of employees aimed at reaching
agreements that regulate working conditions.
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