WHY ARE MANY PERFORMANCE

APPRAISAL SYSTEMS INEFFECTIVE?

PERFORMANCE APPRAISAL SYSTEMS A structured formal interaction between a

Subordinate and a Supervisor. Examination and Judgment of

Subordinate’s performance. Identification of an employee’s : - Strengths - Weaknesses - Skills - Opportunities

BASIC PURPOSE OF PERFORMANCE APPRAISAL SYSTEMS Evaluation System - To identify a performance gap (if any) - To identify Better performers. - To identify Poor performers. Feedback System - To inform the employee about his/her performance

OTHER PUPOSES

To build stronger and closer relationships. To discover what employees are thinking. To set objectives for future performance. To let employees know what is expected. To reveal employee’s ideas, feelings or

problems

APPRAISAL METHODS

Rating Scales - Internal Rating - External Rating Essay Methods Results Oriented

BENEFITS OF APPRAISAL SYSTEMS

Employee Evaluation Motivation and Satisfaction Training and Development Recruitment and Induction

WHAT GOES WRONG

Employees feel like a Failure. It becomes a sort of a rating

lottery. Underestimation or

Overestimation. Incongruence . Wrong Perceptions. Distinction Levels

CONFLICTS AND CONFRONTATIONS

Angry or Hurt employee. Blunt Statements or

Accusations. Adversarialism. Denial and Resentment. Criticism

SOME COMMON MISTAKES

Lack of support from top management levels. Judgement Aversion. Feed-Back Seeking. To perceive it as an Isolated

process. Inferiority.

BIAS EFFECTS

Same appraisal results year in and

out. Results tend to become Self-

fulfilling. In-groupers and Out-groupers.

CONCLUSION

Awareness Training. Development of poor performers. Counseling, Transfer or Termination. Employee Participation. Stressing Importance