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Performance Appraisal .pptx
- 1.
- 2. The performanceappraisal is a recent and modern terminology used in every organization to revive the work performance of their employees. It is one of the oldest & most universal practices of management. It is also otherwise known as behavioural assessment, service rating etc. However, the term performance appraisal or evaluation is most widely used.
- 3. “Performance appraisalis a the systematic, periodic formal evaluation of how well personnel have performed their duties during a specific period. Performance appraisal is assessment of how staff member is doing his job.”
- 4. Appraisal should bein writing and carried at least once a year. The performance appraisal information should be shared with the employee. Employee should have the opportunity to respond in writing to the appraisal.
- 5. Performance appraisal should focuson employee behaviour and results rather than on personal traits or characteristics.
- 6. Performance appraisalhelps the management to take decision about the salary increase of an employee. The continuous evaluation of an employee helps in improving the quality of an employee in job performance. The Performance appraisal serves as a feedback to the employee. Performance appraisal is used to transfer a person. The job satisfaction of an employee increases morale.
- 7. It minimizesthe communication gap between the employer and employee. Promotion is given to an employee on the basis of performance appraisal. The training needs of an employee can be identified through performance appraisal.
- 8. The decisionfor discharging an employee. By recognizing the strength & weakness of an employee, Performance appraisal serves as a guide for training, development programme that ca improve the quality of Performance.
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- 10. Errors in rating Stereotypingassessment on the basis of age sex, cast Past performance Negative approach Lack of knowledge Incompetence of rater
- 11. Objectives ofappraisal are informed to all parties. Results of appraisal are informed to all parties. Clear and concise role. Use of appropriate assessment tools. Observe a representative sample of employee’s total work activities Indicate which job areas have highest priority for improvement
- 12. Any person whohas detail knowledge about The job content to be appraised, standard of content, Observe the employee while performing a job Prepare reports and make judements without bias
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- 15. A confidentialreport is a report prepared by the employee’s immediate supervisor. It covers strength and weakness, main achievement and failure, personality and behavior of the employees.
- 16. Under thismethod, the evaluator writes a short essay on the employees performance on the basis of overall impression.
- 17. In thismethod, the evaluators assigns relative ranks to all the employees in the same work. Employees are ranked from the best to the poorest on the basis of overall performance.
- 18. 4. Paired comparison method Pairedcomparison method has been developed to be used in a big organization. Each employee is compared with other employees taking only one at a time. The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.
- 19. each employeeis compared with all the others in pairs. The number of times an employee is judged better than the other determines his rank.
- 20. • This methodis suitable for big organizations. • Individual traits are evaluated. • The understanding of this method is difficult one. • It involves considerable time. Disadvantages
- 21. printed appraisalform use 5 point scale
- 22. • Certain categoriesof abilities or performance of employees are defined well in advance to fall in certain grades under this method. • Such grades are very good, good, average, poor and very poor.
- 23. A checklist methodis a list of statement that describe the characteristic and performance of employees on the job. The rater checks to indicate if the behavior of an employee is positive or negative.The appraisal of the ability of an employee through getting answers for a number of questions is called the method of check list. These questions are related to the behavior of an employee.
- 25. A series ofgroups of statements are prepared positively or negatively under this method, both these statements describe the characteristics of an employee, but the rater is forced to tick any one of the statements either out of positive statements or out of negative statements.
- 26. Ex criteria rating 1. Regularityon job most Least
- 27. In thismethod, the supervisor keeps a written record of critical events and how different employees behaved during such events.
- 29. In filedreview method, a training officer from HR department interviews the supervisors to evaluate their respective subordinates. By answering these questions, a supervisor gives his opinions about the level of performance of his subordinates, the subordinates work progress, his strength and weaknesses, promotional potentials etc.
- 30. 360 feedbackmethod It is a technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self.
- 31. Use ofnursing process Professionalism Maintaining safety Continuing education Initiative character Managing interpersonal relationships Technical ability Organizing ability Flexibility Communication skills
- 32. Establishing Performance Standards Communicatingthe standards Measuring the actual Performance with the Desired Comparing the Actual Performance Discussing Results Decision Making
- 33. Determining thetraining needs of an employee. Providing adequate feedback to each individual for his or her performance. Improving or changing behaviour towards some effective working habits.
- 34. Providing datato administrators with which they may judge future job assignments and compensation. Determining increments and provide a reliable index for promotions and transfers to positions of greater responsibility.
- 35. Planning forpromotions, transfers and job rotations. Maintaining individual and group development by informing the employee of his performance standard. To determine job competence. To enhance staff development and motivate personnel toward higher achievement. To improve communications between managers.
- 36. If an employeeiswell known to an employer, the performance appraisal may not be correct. The inability of supervision to appraise an employee does not bring out the accurate performance appraisal. Some qualities of an employee can not be easily appraised through any performance appraisal method.