3. OVERVIEW
Introduction to HRM
Definition of HRM
Introduction to P.A.
Definition of P.A.
Objectives
Process
Contents of P.A.
Methods
Uses of P.A.
4.
5. INTRODUCTION TO HRM
“Human Resource Management is a
process of bringing people and organizations
together so that goals of each are met.”
6. DEFINITION OF HRM
“It is the development of people and not
directing the things we build men and women, in
turn, they build the products required by us”.
-------- A.R. Appeley
7.
8. PERFORMANCE APPRAISAL
Performance Appraisal (PA) refers to all those
procedures that are used to evaluate the
personality
performance
potential of its group members
9. DEFINITION OF PA
FLIPPO:
“Performance Appraisal is the systematic,
periodic and an impartial rating of an
employee’s excellence in the matters pertaining
to his present job and his potential for a better
job."
10. OBJECTIVES OF PERFORMANCE APPRAISAL
Identify those employees who deserve promotion
PA is used for career planning
If employees understand their roles well, they are
likely to be more effective on the job
Provide a basis for promotion/ transfer/
termination
11. OBJECTIVES OF PERFORMANCE APPRAISAL
Enhance employees’ effectiveness by helping to
identify their strengths and weaknesses and
Inform them about expected levels of performance
Develop inter-personal relationships
12. PROCESS OF PERFORMANCE APPRAISAL
Establish Performance Standards
Communicate the Standards
Measure Actual Performance
Taking Corrective Action
Compare Actual performance with
Standards and Discuss the Appraisal
13. CONTENTS OF PA
Regularity of Attendance
Integrity
Area of interest
Area of suitability
Judgement skills
Capability for assuming responsibility
Level of acceptance by subordinates
Honesty and sincerity
Knowledge of systems & procedures
14. CONTENTS OF PA
Initiative
Technical skills
Leadership qualities
Ability to grasp new things
Creative skills
Originality and resourcefulness
Self expression: written or oral
Ability to work with others
Quality of suggestions offered for improvement
15. BENEFITS OF PA ( FOR APPRAISEE )
Clear understanding of his strengths and
weaknesses
Increased motivation, job satisfaction,
and self-esteem
Opportunity to discuss work problems
and how they can be overcome
Improved working relationships with supervisors
16. BENEFITS OF PA (FOR THE MANAGEMENT )
Identification of performers and non-performers and their development
towards better performance
Opportunity to prepare employees for assuming higher responsibilities
Identification of training and development needs
Generation of ideas for improvements
Opportunity to improve communication b/w the employees
and management
17. BENEFITS OF PA (FOR THE ORGANIZATION )
Improved performance throughout the organization
Creation of a culture of continuous improvement and
success
Conveying the message that people
are valued
20. ESSAY EVALUATION
The rater is asked to express the strong as well
as weak points of employee’s behavior
The rater considers the employee’s :
Job knowledge and potential
Understanding of company’s programs,
policies, objectives etc
Relation with co-workers and supervisors
Planning, organizing and controlling
ability
21. CHECKLIST
A checklist is a set of objectives or descriptive
statements about the employee and his behavior..
Example:
Is the employee really interested in the task
assigned?
Yes / No
22. GRAPHIC RATING SCALE
A form is used to evaluate the performance of the
employees
A variety of traits may be used in this device, the
most common being quality and quantity of work
Easy to understand and use.
Permits statistical tabulation of scores of
employees
24. MULTIPLE PERSON EVALUATION METHODS
Ranking method:
The evaluator rates the employee from highest to
lowest on some overall criteria
Paired comparison method:
Each worker is compared with all other employees
in a group
This method is not applicable
when the group is large
25. OTHER METHODS
Field
Assessment
Review
Centre
Technique
Group
HRA
Appraisal
26. 360O APPRAISAL SYSTEM
A systematic collection and feedback of performance data
on an individual or group.
Data is gathered and feed back to the individual participant.
27. APPRAISAL INTERVIEW AND FEEDBACK - LET THE
EMPLOYEE KNOW WHERE HE STANDS
To help employees do a better job by clarifying
what is expected of them
To plan opportunities for development and growth
To strengthen the superior-subordinate working
relationship
To provide an opportunity for employees to
express themselves on performance related issues
29. USES OF PERFORMANCE APPRAISAL
• Performance Improvement.
• Compensation Adjustments.
• Placement decisions.
• Training and development needs.
• Career planning and development.
• Deficiencies in staffing process.