Performance appraisal concepts and method

Performance Appraisal

 Performance Appraisal (PA) refers to all those procedures that are used to evaluate
the

 personality
 performance
 potential of its group members

Why Appraisals Are Important??
 Set goals
Set goals
 Recognize performance
Recognize performance

Guide progress
 Guide progress
Identify problems
 Identify problems
Improve performance

 Improve performance
Discuss career advancement

 Discuss career advancement

Leads to competitive
advantage…

Improving Making
Strategy and correct
performance
behavior decisions

Competitive
advantage

Values and Minimizing Ensuring
behavior dissatisfaction legal
and turnover compliance

Thus performance appraisal is unavoidable…

Performance Appraisal : past-oriented methods

 Rating scale
 Confidential report
 Essay evaluation
 Critical incident method
 Checklists
 Forced choice method
 Behaviorally anchored rating scale
 Ranking

Past-oriented Methods Contd.

 Paired comparison method

 Forced distribution method

 Field review technique

Future-oriented Methods

 Management by objective

 360o Feedback Method

 Psychological Appraisals

 Assessment Centre

Rating scale

 The rating scale consist of several numerical scales, each representing a job
related performance criterion such as dependability, initiative, output,
attendance, attitude, co-operation and the like

Example:

Employee name_________ Dept_______
Rater’s name ___________ Date________
______________________________________________________________________________
Exc. Good Acceptable Fair Poor
______________________5_______4________3__________2______1___________________
 Dependability
 Initiative
 Overall output
 Attendance
 Attitude
 Cooperation
___________________________________________________________________________
Total score

Confidential Report

Descriptive report
 Prepared by the employee’s immediate supervisor
 The report highlights the strengths and weaknesses of employees
 Prepared in Government organizations
 Does not offer any feedback to the employee

Essay Evaluation Method

 The rater is asked to express the strong as well as weak points of employee’s
behavior

The rater considers the employee’s :
 Job knowledge and potential
 Understanding of company’s programs, policies, objectives etc
 Relation with co-workers and supervisors
 Planning, organizing and controlling ability
 Attitude and perception

Essay Evaluation

 This method has the following limitations:
 Highly subjective
 Supervisor may write biased essay
 Difficult to find effective writers
 A busy appraiser may write the essay hurriedly without assessing properly
the actual performance of the worker
 If the appraiser takes a long time it becomes uneconomical from the view
point of the firm

Critical Incident Technique

 Manager prepares lists of statements of very effective and ineffective

behavior of an employee

 These critical incidents represent the outstanding or poor behavior of the

employees

 The manager periodically records critical incidents of employee’s behavior


Example:
 June 21 - Sales clerk patiently attended to the customers complaint. He
is polite, prompt, enthusiastic in solving the customers’ problem

 June 21 - The sales assistant stayed 45 minutes beyond his break during
the busiest part of the day. He failed to answer store manager’s call
thrice. He is lazy, negligent, stubborn and uninterested in work

Ex: A fire, sudden breakdown, accident

Workers reaction scale

A informed the supervisor immediately 4
B Become anxious on loss of output 3
C tried to repair the machine 2
D Complained for poor maintenance 1


Limitation of this technique are:
 Negative incidents may be more noticeable than positive incidents.

 Results in very close supervision which may not be liked by the employee.

 The recording of incidents is a chore for the supervisor concerned who may be
too busy or forget to do it.

Checklist

 Checklist contains a list of statements on the basis of which the rater
describes the on job performance of the employees

 Example:
 Is employee regular Y/N
 Is employee respected by subordinate Y/N
 Is employee helpful Y/N
 Does he follow instruction Y/N
 Does he keep the equipment in order Y/N

Behaviorally Anchored Rating Scale

 BARS represent a range of descriptive statements of behavior varying from the least
to the most effective

 In this a rater is expected to indicate which behavior on each scale best describes an
employee’s performance

Example:

Performance Points Behavior

Extremely good 7 Can expect trainee to make valuable suggestions for increased sales and to have
positive relationships with customers all over the country.

Good 6 Can expect to initiate creative ideas for improved sales.

Above average 5 Can expect to keep in touch with the customers throughout the year.

Average 4 Can manage, with difficulty, to deliver the goods in time.

Below average 3 Can expect to unload the trucks when asked by the supervisor.

Poor 2 Can expect to inform only a part of the customers.

Extremely poor 1 Can expect to take extended coffee breaks and roam around purposelessly.

Forced Choice Method

 In the forced choice method the rater is forced to select statements which are

readymade

 The rater is asked to indicate which of the phrases is the most and least

descriptive of a particular worker

 Favorable qualities earn plus credit and unfavorable ones earn the reverse

Example:

Criteria Rating

1.Regularity on the job Most Least
 Always regular

 Inform in advance for delay

 Never regular

 Remain absent

 Neither regular nor irregular

Forced Distribution method

Example:

No.
of
employees

10% 20% 40% 20% 10%

poor Below average good Excellent
average

Force distribution curve

Paired comparison method

 For several traits paired comparisons are made, tabulated and then rank is assigned
to each worker

 No. of comparisons is calculated by the formula: N(N-1)/2

 This method is not applicable when the group is large

Ranking method

The evaluator rates the employee from highest to lowest on some overall criteria. In this
“how” and “why” are not questioned nor answered
Employee Rank

A 2

B 1

C 3

D 5

E 4

Field Review Method

 The appraiser goes to the field and obtains the information about work

performance of the employee by way of questioning the said individual, his peer

group, and his superiors

Management by Objectives (MBO)

 First step: MBO emphasizes collectively set goals that are tangible, verifiable,

and measurable

 Second step: setting the performance standard for the subordinates

 Third step: the actual level of goal attainment is compared with the goals agreed

upon

 Final step: involves establishing new goals and possibly new strategies for goals

not previously achieved

360o Feedback Method

 It is a systematic collection and feedback of performance data on an individual or

group, derived from a number of stakeholders

 Data is gathered and fed back to the individual participant in a clear way designed to

promote understanding, acceptance and ultimately behavior

 It makes the employee feel much more accountable

Example:

Suppliers/vend
customers superiors -ors

peers Employee

subordinates

Psychological Appraisals

 It focuses on the future potential of an employee

 past performance or the actual performance is not taken into consideration

 Evaluation is based on employee’s intellectual, emotional, motivational and other
related characteristics

Assessment Centres

 An assessment centre is a central location where managers may come
together to have their participation in job-related exercises evaluated by
trained observers

References:
Human Resource Management
By: K Aswathappa
www.google.com
www.scribd.com

Performance appraisal concepts and method

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Performance appraisal concepts and method