Download - Performance Presentation FINAL
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Performance Appraisal :
Performance Appraisal (PA) refers to all
those procedures that are used toevaluate the personality, performance,
potential of a Individual or a group.
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Relationship between job analysis and
performance appraisal:
Job analysis performance performance
standards appraisal
Describes work
& Personnel
Requirement
Of a particular
job
Translate job
Into levels of
To acceptable
Or unacceptable
performance
Describes the
Job relevant
strengths andweakness of
Each individual
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Characteristics
It is a step by step process.
It examine the employee strength
and weaknesses.
Scientific and objective study
Ongoing and continuous process
Secure information for making
correct decisions on employees
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Needs and Objectives:
Provide feedback about employees.
Provide database.
Diagnose the S & W of individuals
Provide coaching, counseling, career planningto subordinates.
Develop positive relation and reduce
grievance. Facilitates research in personnel management.
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Appraisal Benefits
For Employees :
1. Direction
2. Feedback3. Input
4. Motivation
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Appraisal Benefits
For Company :
1. Documentation
2. Employee Development3. Feedback
4. Legal Protection
5. Motivation System
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Steps in performance appraisal
Establishing job standards
Designing an appraisal programme
Appraise performance
Performance interview
Use appraisal data
For appropriate purpose
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Setting
performance
standards
Communicating
standards
Measuring
standards
Comparing
standards
Discussing
results
Taking corrective
standards
Process of PA :
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What to evaluate? (Philip Model)
Problemchildren
Planned
separation
Stars
Social
citizen
L H
L
Potential
Performance
H
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Essentials of an effective appraisal system
Mutual trust Clear objectives Standardizations Training
Job relatedness Documentation Feedback and participation Individual differences
Post appraisal review Review and appeal
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Performance Appraisal Methods
1. Individual Evaluation Methods
i. Confidential Report
ii. Essay Evaluation
iii. Critical Incidents
iv. Checklists
v. Graphic Rating Scale
vi. Behaviorally Anchored rating Scale
vii. MBO
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Ex: A fire, sudden breakdown, accident
Workers Reaction Scale
A informed the supervisor immediately 5
B Become anxious on loss of output 4C tried to repair the machine 3
D Complained for poor maintenance 2
E was happy to forced test 1
Critical Incident method
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BARS( behaviorally Anchored rating scale)
Step 1. Identify critical incidents
Step 2. Select performance dimension
Step 3. Retranslate the incidents
Step 4. Assign scales to incidents
Step 5. Develop final instrument
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MBO Process
Set organizational goals
Defining performance target
Performance review Feedback
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Problems in performance appraisal
1. Central Tendency Error
2. Contrast Error
3. False Attribution
4. Halo Effect
5. Leniency Error
6. Perceived Meaning
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7. Recency Error
8. Severity Error
9. Stereotyping
10. Lack of Documentation
11. Inadequate Feedback
12. Poor Leadership Training
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Essentials of an effective appraisal system
Mutual trustClear objectivesStandardizationsTraining
Job relatednessDocumentationFeedback and participationIndividual differences
Post appraisal reviewReview and appeal
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