Performance Management System Final
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PERFORMANCE APPRAISAL SYSTEM PRESENTED BY ANNESHA BOSE ANUPAMA JHA NIKHIL MEHRA SNEHA SALVI VINOD SURENDRAN
A PERFORMANCE APPRAISAL IS: One of those special human encounters where the manager gets no sleep the night before, and the employee gets no sleep the night after. —Thomas
Objectives of Performance appraisal 2.Whom the company should evaluate
Performance appraisal process 4.What criteria should be used to evaluate.
• TRAIT • BEHAVIOR • JOB RESULT
• Motivation.
Performance appraisal • Insight into staff and process supervisors. • Rewards on a fair and credible basis •
WHO SHOULD APPRAISE • Immediate supervisor • Performance Peer appraisal appraisal • process Rating Committees • Self-Ratings • Appraisal by subordinates • 360-Degree feedback
TYPES OF PERFORMANCE APPRAISALS
Graphic Rating Scale Method
Alternative ranking Method
Paired PairedComparison comparison Method method
Forced Distribution Method
Annual confidential report(ACR)
Behaviorally Anchored Rating Scales (BARS)
Performanc Poin Behavior Extremely 7 e ts Can expect trainee to make good
Good
6
Above average 5 Average
4
Below average 3 Poor
2
Extremely poor 1
valuable suggestions for increased sales and to have positive relationships with customers thecreative country Can expectall to over initiate ideas for improved sales Can expect to keep in touch with the customers throughout the year Can manage, with difficulty, to deliver the goods in time. Can expect to unload the trucks when asked by the supervisor. Can expect to inform only a part of the customers Can expect to take extended coffee breaks and roam around
Management By Objectives(MBO)
Six Step MBO Process
360° Feedback
Appraisal Interview
Preparing for the Appraisal Interview
Giving negative feedback The evil queen in a child's fairy tale never doubted the answer to her query, Who is the fairest of them all? But one day, the mirrors response defies her expectations she is not, in fact, the fairest in
Why performance appraisals fail?
Problems with Appraisals
How to avoid appraisal problems?
A PERFORMANCE APPRAISAL IS: One of those special human encounters where the manager gets no sleep the night before, and the employee gets no sleep the night after. —Thomas
Objectives of Performance appraisal 2.Whom the company should evaluate
Performance appraisal process 4.What criteria should be used to evaluate.
• TRAIT • BEHAVIOR • JOB RESULT
• Motivation.
Performance appraisal • Insight into staff and process supervisors. • Rewards on a fair and credible basis •
WHO SHOULD APPRAISE • Immediate supervisor • Performance Peer appraisal appraisal • process Rating Committees • Self-Ratings • Appraisal by subordinates • 360-Degree feedback
TYPES OF PERFORMANCE APPRAISALS
Graphic Rating Scale Method
Alternative ranking Method
Paired PairedComparison comparison Method method
Forced Distribution Method
Annual confidential report(ACR)
Behaviorally Anchored Rating Scales (BARS)
Performanc Poin Behavior Extremely 7 e ts Can expect trainee to make good
Good
6
Above average 5 Average
4
Below average 3 Poor
2
Extremely poor 1
valuable suggestions for increased sales and to have positive relationships with customers thecreative country Can expectall to over initiate ideas for improved sales Can expect to keep in touch with the customers throughout the year Can manage, with difficulty, to deliver the goods in time. Can expect to unload the trucks when asked by the supervisor. Can expect to inform only a part of the customers Can expect to take extended coffee breaks and roam around
Management By Objectives(MBO)
Six Step MBO Process
360° Feedback
Appraisal Interview
Preparing for the Appraisal Interview
Giving negative feedback The evil queen in a child's fairy tale never doubted the answer to her query, Who is the fairest of them all? But one day, the mirrors response defies her expectations she is not, in fact, the fairest in
Why performance appraisals fail?
Problems with Appraisals
How to avoid appraisal problems?
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