Employee appraisal

Employee appraisal

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  Employee Development Tool Appraisal
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  Lets Discuss  Overviewof Appraisal.  Objectives.  Pre-requisites of performance appraisal.  Appraisal Process Model.  Goal Setting.  Importance of performance appraisal.  Successful Vs Failing Appraisals.  Performance Appraisal Approaches.  Employees motivation mechanism.  Appraisal Templates.  Case Study.  Conclusion.
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  Performance Appraisal -Tool used to provide the employee with.  Performance feedback.  Improved employee development.  Increased employee productivity.  A safeguard for companies and employees from legal liability.
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  Set methods andperformance criteria for appraisal.  Performance review.  Review of Potential & Development need.  Reward reviews.
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   Documentation –Regular performance documentation.  Standards / Goals – SMART goal setting criteria.  Practical Format - Appraisal format should be simple, clear, fair and objective.  Evaluation Method - Appropriate evaluation method should be opted.  Communication - Employer & employees should have effective communication.  Feedback - Should be developmental than judgmental.  Personal Bias - Evaluation should be done without personal bias.
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  Establishing Standards Communicating Standardsand Expectation Measuring Actual Performance Comparing with Standards Providing Feedback Corrective Actions
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  It is aimportant part of review process, Goal setting using SMART Criteria.  S – Specific – Clear and unambiguous goals.  M – Measurable – Very important to measure the progress.  A – Attainable – Must be realistic and attainable.  R – Real-time – Must be “do-able”.  T – Time-bound – Commitment to deadline.
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   Helps managementto take decisions about salary increments.  Development in employee performance.  Minimizes the communication gap in the Organization.  Training needs of an employee can be identified.  Helps to implement strategic goals & clarify performance expectations.
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   Make sureevaluators are prompt and committed.  Communicate with managers and employees about appraisal design before implementation.  Monitor appraisal process on regular intervals.  Train evaluators to make fair and objective assessments.  Practice simple, objective and straightforward approaches.
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  Employee dissatisfaction anddisengagement leads to appraisals failure in Organizations.
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  Every approach hasits own pros & cons, so Organizations adopts suitable methods for their evaluation. Traditional Approaches  Ranking Method. Paired comparison. Grading. Forced Choice Method. Checklist Method. Critical Incidents Method. Graphic Rating Scale. Essay Method. Confidential Report. Modern Approaches  Management by Objective.  Behaviourally Anchored Rating Scales (BARS).  Assessment Centres.  360 degree appraisal. Vs
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  De-motivated Employee Inaccurate Performance Review Increased Salary De-motivated Employee Accurate Performance Review No Change in Salary Highly Motivated Employee Accurate Performance Review Increased Salary
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   Primary goalof appraisal is to enhance employee performance.  Appraisals can benefit both employees & employers.  Improvised communication and quality of work.  Maintain documentation for every appraisal process.  Set objective for next performance appraisal.  Thank employees for their efforts.
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  THANK YOU Don't letemployees come into the Performance Appraisal blindly or leave blindly, without a sense of direction or accomplishment.