Performance Appraisal

  • Uploaded by: sukriti aggarwal
  • 0
  • 0
  • July 2020
  • PDF

This document was uploaded by user and they confirmed that they have the permission to share it. If you are author or own the copyright of this book, please report to us by using this DMCA report form. Report DMCA


Overview

Download & View Performance Appraisal as PDF for free.

More details

  • Words: 470
  • Pages: 26
Aggarwal

Sukriti MBA (HR) 2008055

1

System of review and

evaluation of job performance Assesses accomplishments and evolves plans for development 2

Process that significantly affects

organizational success Managers and employees work together to set expectations, review results and reward performance.

3

Performance

appraisal process cuts into manager’s time Experience can be unpleasant when employee has not performed well 4

Human resource planning Recruitment and selection Training and development Career planning and development Compensation programs Internal employee relations Assessment of employee potential

5

External:

Legislation requiring

nondiscriminatory appraisal systems Labor unions Factors within the internal

environment, such as type of corporate culture

6

7

Traits Behaviors Competencies Goal Achievement Improvement

Potential 8

Immediate supervisor Subordinates Peers Rationale for evaluations conducted by

team members Self-appraisal Customer appraisal

9

360-Degree

Forced Distribution

Valuation Rating Scales Critical Incidents Essay Work Standards Ranking Paired Comparisons

Behaviorally

Anchored Rating Scales (BARS) Result-Based Systems Assessment Centers

10

Multi-rater evaluation Input from multiple levels with firm and

external sources Focuses on skills needed across organizational boundaries More objective measure of performance Process more legally defensible

11

Rates according to

defined factors Judgments are recorded on a scale Many employees are evaluated quickly 12

Written records of highly

favorable and unfavorable work actions Appraisal more likely to cover entire evaluation period Does not focus on last few weeks or months 13

Brief narrative describing

performance Tends to focus on behavior Depends heavily on evaluator's writing ability Comparing essay evaluations might be difficult

14

Compares performance to

predetermined standard Standards - normal output of average worker operating at normal pace Time study and work sampling used Workers need to know how standards were set

15

All employees from group

ranked in order of overall performance Comparison is based on single criterion, such as overall performance

16

Variation of ranking

method Compares performance of each employee with every other employee in the group 17

Rater assigns individual in

work group to a limited number of categories similar to a normal distribution Assumes all groups of employees have the same distribution 18

Combines traditional rating

scales and critical incidents methods Job behaviors derived from critical incidents described more objectively

19

Manager and

subordinate agree on objectives for next appraisal Evaluation based on how well objectives accomplished 20

Adjunct to appraisal

system Predict employee potential for advancement

21

Available in

recording appraisal data Reduces required paperwork

22

Lack of objectivity Halo error Leniency/strictness Central tendency Recent behavior bias Personal bias Manipulating the evaluation

23

Job-related criteria Performance expectations Standardization Trained appraisers Continuous open communication Performance reviews

24

Create a culture of excellence that

inspires every employee to improve Align organizational objectives to individual aspirations Clear growth paths for talented individuals Provide new challenges Empower employees to make decisions without the fear of failing Embed teamwork in all operational process 25

Thanks

26

Related Documents

Performance Appraisal
May 2020 27
Performance Appraisal
November 2019 42
Performance Appraisal
May 2020 23
Performance Appraisal
December 2019 36
Performance Appraisal
May 2020 26
Performance Appraisal
April 2020 27

More Documents from "sheeba"

Performance Appraisal
July 2020 3
With The.docx
April 2020 18
Decison-analysis_i.pdf
April 2020 12
1 Structures.docx
April 2020 5