This document discusses performance appraisals, which are procedures used to evaluate employees' personalities, performance, and potential. Performance appraisals are linked to job analysis, which describes job requirements. Appraisals benefit both employees and companies by providing feedback, motivation, documentation, and legal protection. Common appraisal methods include rating scales, checklists, critical incidents, and management by objectives. The document outlines the performance appraisal process and highlights issues like rater bias that can arise. It also provides examples of performance criteria for different levels of management.
This document discusses performance appraisals, which are procedures used to evaluate employees' personalities, performance, and potential. Performance appraisals are linked to job analysis, which describes job requirements. Appraisals benefit both employees and companies by providing feedback, motivation, documentation, and legal protection. Common appraisal methods include rating scales, checklists, critical incidents, and management by objectives. The document outlines the performance appraisal process and highlights issues like rater bias that can arise. It also provides examples of performance criteria for different levels of management.
Original Description:
It tells about the appraisal of the employees while working in an organization.
This document discusses performance appraisals, which are procedures used to evaluate employees' personalities, performance, and potential. Performance appraisals are linked to job analysis, which describes job requirements. Appraisals benefit both employees and companies by providing feedback, motivation, documentation, and legal protection. Common appraisal methods include rating scales, checklists, critical incidents, and management by objectives. The document outlines the performance appraisal process and highlights issues like rater bias that can arise. It also provides examples of performance criteria for different levels of management.
This document discusses performance appraisals, which are procedures used to evaluate employees' personalities, performance, and potential. Performance appraisals are linked to job analysis, which describes job requirements. Appraisals benefit both employees and companies by providing feedback, motivation, documentation, and legal protection. Common appraisal methods include rating scales, checklists, critical incidents, and management by objectives. The document outlines the performance appraisal process and highlights issues like rater bias that can arise. It also provides examples of performance criteria for different levels of management.
Download as PPT, PDF, TXT or read online from Scribd
Download as ppt, pdf, or txt
You are on page 1/ 34
Performance
Appraisal
http://studygalaxy.com/
Performance Appraisal : Performance Appraisal (PA) refers to all those procedures that are used to evaluate the personality, performance, potential, of its group members
Relationship between jab analysis
and performance appraisal: Job analysis performanceperformance standards Describes work & Personnel Requirement Of a particular job
appraisal
Translate job Into levels of acceptable Or unacceptable performance
Describes the Jobs relevant strengths and weakness of Each individual
Question arises?
Why do we measure performance?
Effective performance appraisal systems How do we measure performance?
Characteristics
It is a step by step process
It examine the employee strengths and weaknesses Scientific and objective study Ongoing and continuous process Secure information for making correct decisions on employees
Needs and Objectives:
Provide feedback about employees
Provide database Diagnose the S & W of individuals Provide coaching, counseling, career planning to subordinates Develop positive relation and reduce grievance Facilitates research in personnel management
Appraiser compares each employee with every other employee , one at a time. For ex: there are 5 employees A,B,C,D,E So the performance of a will A compared with B & decision will be taken on whose performance is betterthen A is compared with rest all one by one.
Field review method
Performance Dimension
subordinate peers
Leadership
Communication
Interpersonal skills
superior
customer ^
Decision making
Technical skills
Motivation
Performance criteria for executives
For top managers
Return on capital employed
Contribution to companies development Degree of growth and expansion of employees
For middle level managers
Departmental performance Coordination among employees Degree of clarity about corporate goals and policies Achievement of standards
For supervisors
Quality and quantity of output in a given period
Labor cost per unit of output in a given period Material cost per unit in a given period Rate of absenteeism and turnover of employees No of accidents in a given period
