ContentsContents1PREFACE2I.Definition3II.Objectives of Performance Appraisal3III.Advantages of Performance Appraisal3IV.The Purpose Of The Performance Appraisal5V.Performance Appraisal Roles5VI.Steps Performance appraisal6VII.Performance Appraisal Methods6VIII.Advantages and Disadvantages of Appraisal Tools10

PREFACE

By delivering praise to Allah SWT, for all the gifts given permission and his strength I can complete the performance assessment papers. This paper was presented primarily to participate in the selection of teaching advanced human resource management assistance.

This paper presents a discussion of performance assessment in human resource management continued. I really hope that with this paper can help the students who are studying subjects continued management of human resource management, thus helping to facilitate them.

I am fully aware that this paper is far from perfect, therefore, criticism and constructive suggestions will be received with pleasure.

PERFORMANCE APPRAISALI. DefinitionPerformance Appraisal is Evaluating an employees current and/or past performance relative to his or her performance standards.(Gary Dessler 2006:10)Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows:1. The supervisors measure the pay of employees and compare it with targets and plans. 2. The supervisor analyses the factors behind work performances of employees. 3. The employers are in position to guide the employees for a better performance.

II. Objectives of Performance AppraisalPerformance Appraisal can be done with following objectives in mind:1. To maintain records in order to determine compensation packages, wage structure, salaries raises, etc. 2. To identify the strengths and weaknesses of employees to place right men on right job. 3. To maintain and assess the potential present in a person for further growth and development. 4. To provide a feedback to employees regarding their performance and related status. 5. To provide a feedback to employees regarding their performance and related status. 6. It serves as a basis for influencing working habits of the employees. 7. To review and retain the promotional and other training programmes. III. Advantages of Performance AppraisalIt is said that performance appraisal is an investment for the company which can be justified by following advantages:1. Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmes for efficient employees. In this regards, inefficient workers can be dismissed or demoted in case.2. Compensation: Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a performance. Compensation packages which includes bonus, high salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority.3. Employees Development: The systematic procedure of performance appraisal helps the supervisors to frame training policies and programmes. It helps to analyse strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programmes.4. Selection Validation: Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure. The supervisors come to know the validity and thereby the strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this regard.5. Communication: For an organization, effective communication between employees and employers is very important. Through performance appraisal, communication can be sought for in the following ways: a. Through performance appraisal, the employers can understand and accept skills of subordinates. b. The subordinates can also understand and create a trust and confidence in superiors. c. It also helps in maintaining cordial and congenial labour management relationship. d. It develops the spirit of work and boosts the morale of employees. 6. Motivation: Performance appraisal serves as a motivation tool. Through evaluating performance of employees, a persons efficiency can be determined if the targets are achieved. This very well motivates a person for better job and helps him to improve his performance in the future. IV. The Purpose Of The Performance Appraisal

Strategic Purpose.help organizations achieve business goals Administrative purpose.Organizations use performance assessment in administrative decision, for example concerning salaries, benefits and recognition programs Developmental purposeas a basis to provide feedback in the form of the development of knowledge and skills of employees

V. Performance Appraisal Roles Supervisors Usually do the actual appraising. Must be familiar with basic appraisal techniques. Must understand and avoid problems that can cripple appraisals. Must know how to conduct appraisals fairly. HR department Serves a policy-making and advisory role. Provides advice and assistance regarding the appraisal tool to use. Prepares forms and procedures and insists that all departments use them. Responsible for training supervisors to improve their appraisal skills. Responsible for monitoring the system to ensure that appraisal formats and criteria comply with EEO laws and are up to date.VI. Steps Performance appraisal Defining the job Making sure that you and your subordinate agree on his or her duties and job standards. Appraising performance Comparing your subordinates actual performance to the standards that have been set; this usually involves some type of rating form. Providing feedback Discussing the subordinates performance and progress, and making plans for any development requiredVII. Performance Appraisal Methods Graphic rating scaleA scale that lists a number of traits and a range of performance for each that is used to identify the score that best describes an employees level of performance for each trait.

Alternation ranking methodRanking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. Paired comparison method Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. Forced distribution method Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories. Example: 15% high performers 20% high-average performers 30% average performers 20% low-average performers 15% low performers

Behaviorally anchored rating scale (BARS) An appraisal method that uses quantified scale with specific narrative examples of good and poor performance. Developing a BARS: Generate critical incidents Develop performance dimensions Reallocate incidents Scale the incidents Develop a final instrumentAdvantages of using a BARS A more accurate gauge Clearer standards Feedback Independent dimensions Consistency

Management by Objectives (MBO)Involves setting specific measurable goals with each employee and then periodically reviewing the progress made.1. Set the organizations goals.2. Set departmental goals.3. Discuss departmental goals.4. Define expected results (set individual goals).5. Performance reviews.6. Provide feedback.VIII. Advantages and Disadvantages of Appraisal Tools

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