Performance Appraisal

INTRODUCTION TO PERFORMANCE APPRAISAL
Performance Appraisal
Performance appraisal is the judgement of an
employee’s performance in a job, based on
considerations other than productivity alone. It is
the systematic evaluation of the individual with
respect to his performance on the job and his
potential for development. The appraisal
programme should be directed towards the
actual performance of a employee on his present
job and potential for promotion to a higher level
position.
It is also called as merit rating , more
frequently when its sole object is to discriminate
between employees in granting increases in
wages salaries.
Once the employee has been selected,
trained and motivated, he is appraised for his
performance. Performance appraisal is a step
where the management finds out how effective it
has been at hiring and placing employees. If any
problems are identified, steps are taken to
communicate with the employees and to remedy
them. “Performance appraisal is a process of
evaluating an employee’s performance of a job in
terms of its requirements”
Objectives of Performance Appraisal
a.To help a manager decide what increases

of pay shall be given on ground of merit.
b.To effect promotion based on

competence and performance.
c. To assess the training and development

needs of employees.
d.To improve communication. Performance

appraisal provides a format for a dialogue
between the superior and the
subordinate, and understanding of
personal goals and concerns. This system
also increases the trust between the rater
and ratee.
e. Finally, performance appraisal can be
used to determine whether HR
Programmes such as selection , training
and transfers have been effective or not.
Methods of Performance Appraisal
There are two methods of

performance appraisal:
1. Traditional Methods
2. Modern Methods
There are different methods of performance

appraisal which are used in the organisation
according to their need, working style, etc in
order to measure the quantity and quality of
employee’s job performance.
The different types under traditional
methods which are as follows:
a.Rating scale:-
Simplest and most popular technique for

appraising employee performance. The
typical rating scale system consists of
several numerical scales representing a job
related performance such as dependability,
output, attendance, attitude etc. Each scale
ranges from excellent to poor. The rater
checks the appropriate performance level
on each criterian, then computes the
employees total numerical score. The
number of points score may be link to
salary increases.
Advantages of Rating Scale:-
1) Adaptability
2) Easy to use.
3) Low cost.
Disadvantages of Rating Scale:-
1)Rater bias.
b. Checklist:-
Under this method the rater does not
evaluate employee performance; he
supplies reports about it and the final
rating is done by the personal department.
A series of questions are presented
concerning and employee to his behaviour.
The rater then checks to indicate the
answer to the question about an employee
is positive or negative.
Advantages of checklist:-
1) It is less expensive.
2) Ease of administration.
3) Standardization.
Disadvantges of checklist:-
1) Use of personality criteria instead of

performance criteria.
2) Rater biases.
c. Man to man comparison method:-

This technique was used by the USA army
during the first world war. By this method,
certain factors are selected for the purpose
of analysis such as leadership,
dependability, initiative, and a scale is
designed by the rater for each factor. A
performance of ‘A’ is compared with the
performance of ‘B’ and ‘C’ and so on and a
decision is made about whose performance
is better.
Advantages of Man to man comparison

method:-
1) Easy to compute.
2) Flexibility or Adaptability.
Disadvantages of Man to man comparison
method:-
1) It is biased.
d.Graphic Rating Scale method:-

This is the most commonly used method of
performance appraisal. Factors such as
employee characteristics and employee
contribution are included and qualities such
as initiative, leadership, co-operativeness,
dependability, industry, attitude,
enthusiasm, loyalty, creative ability,
decisiveness, analytical ability, emotional
ability and co-ordination.
Advantages of Graphic Rating Scale method:-
1) Eliminate the error of leniency.

2) It is not biased.
Disadvantages of Graphic Rating Scale
Method:-
1) It is assumed that employees

performance level conforms to normal
distribution.
e.Free Essay Method:-

Under this method, the supervisor makes a
free form, open ended appraisal of an
employee in his own words and puts down
his impressions about the employees. He
takes notes of these factors such as job
knowledge and potential, employee
characteristics and attitudes, production,
quality and cost control, physical conditions
and development needs for future.
Advantages of Free Essay method:-
1) The strength of the essay method

depends upon writing skills and analytical
ability of rater.
Disadvantages of Free Essay method:-
1) It is time consuming.
Ethics of Performance Management.

a.Don’t appraise without knowing the reason
why the appraisal is required.
b. Appraise on the basis of representative

information.
c. Appraise on the basis of sufficient

information.
d.Be honest in your assessment of all the

facts you obtain.
e. In offering an appraisal, make it plain that

is only your personal opinion of the facts as
you see them.
f. Don’t accept another’s appraisal without

knowing the basis on which it was made.
All the above ethics of performance appraisal

were first given by “Marion.S.Kellog.”
OBJECTIVES OF OUR RESEARCH
1. To find the current performance of the JIMS Faculty.
2. To identify the strength & improvement areas of the faculty.
3. To give recommendations based on the research.

Research Methodology
Introduction about Research:- Research is a part and parcel of

any systematic knowledge. Research comprises of defining and
re-defining problems, giving generalizations or suggested
solutions collecting, organizing and evaluating data, making
deductions and making conclusions and at the last carefully
testing the conclusions to determine whether they fit the
formulated hypothesis.
Our research is the performance appraisal of JIMS staff on the

basis of motivation.
Type of Research:-It is a qualitative research. Qualitative

research is concerned with subjective assessment of attitudes,
opinions and behaviour. As qualitative research is phenomena
related to quality or kind, so our research is based on the
quality of teaching staff and therefore we are appraising their
performance.
Sources of data collection:-The source of data collection is

primary source and there are two sources of primary data
involved in the project: -
1) Questionnaire method i.e. by distributing the questionnaire

we collected and analyzed the data.
2) Direct personal talk with the teachers and directors.

Sample design:- It is a non-probability sampling which is called
as judgemental sampling in which we have taken particular
students as representatives of our sample and teachers who
teach us the particular subjects.
Sample size: - Our sample size includes 30% of total population.
Collection of Data:- Our data is collected through a structured

questionnaire in which the data is readily machine processed.
Questionnaire is prepared for students, teachers, director,
peers and self appraisal forms of teachers were distributed.
Type of questionnaire:- Our questionnaire includes both closed

ended as well as open ended.
Data analysis:- For analysing the data SPSS software has been used.
The data collected by us was raw data to which weights were applied
based on the different scales of performance i.e.
A(Excellent),B(Good),C(Satisfactory),D(Poor).
Data Presented:- Data is presented in the form of tabulation,

spreadsheets and pie charts.
Interpretation:- With the reference to the charts and the histogram we

can interpret that the faculty needs to improve in following areas:
1. Sharing industry knowledge or examples
2. Quality of materials
3. Feedback on assignments
Mastery of Discipline
MASTDISC
Frequenc Valid Cumulative

y Percent Percent Percent
Valid 1.00 46 28.8 28.8 28.8
2.00 41 25.6 25.6 54.4
3.00 39 24.4 24.4 78.8
4.00 34 21.3 21.3 100.0
Total 160 100.0 100.0
MASTDISC
4.00
1.00
3.00
2.00
MASTDISC
50
40
30
20
Frequency
10
Std. Dev = 1.12
Mean = 2.4
0 N = 160.00
1.0 2.0 3.0 4.0
MASTDISC
Statistics
MASTDISC
N Valid 160
Missing 0
Mean 2.3813
Std. Error of Mean .08816
Std. Deviation 1.11520
Skewness .138
Std. Error of Skewness .192
2. Effectiveness of Lectures
EFFELEC
Valid Cumulative
Frequency Percent Percent Percent
Valid 1.00 53 33.1 33.1 33.1
2.00 49 30.6 30.6 63.8
3.00 29 18.1 18.1 81.9
4.00 29 18.1 18.1 100.0
Total 160 100.0 100.0

EFFELECT
4.00
1.00
3.00
2.00
EFFELECT
60
50
40
30
20
Frequency
10 Std. Dev = 1.10

Mean = 2.2
0 N = 160.00
1.0 2.0 3.0 4.0
EFFELECT
Statistics
EFFELECT
N Valid 160
Missing 0
Mean 2.2125
Skewness .411

3.Case Study
CASESTDY
Freque Valid Cumulativ

ncy Percent Percent e Percent
Vali 1.00 60 37.5 37.5 37.5

d
2.00 40 25.0 25.0 62.5
3.00 27 16.9 16.9 79.4
4.00 33 20.6 20.6 100.0
Tota
160 100.0 100.0
l
CASESTDY
4.00
1.00
3.00
2.00
CASESTDY
70
60
50
40
30
Frequency 20
Std. Dev = 1.16

10
Mean = 2.2
0 N = 160.00
1.0 2.0 3.0 4.0
CASESTDY
Statistics
CASESTDY
N Valid 160
Missing 0
Mean 2.2063
Skewness .406
Evaluation Method
EVALMTHD
Frequen Valid Cumulative

cy Percent Percent Percent
Valid 1.00 51 31.9 31.9 31.9
2.00 48 30.0 30.0 61.9
3.00 30 18.8 18.8 80.6
4.00 31 19.4 19.4 100.0
Total 160 100.0 100.0
EVALMTHD
4.00
1.00
3.00
2.00
EVALMTHD
60
50
40
30
20
Frequency
10 Std. Dev = 1.11

Mean = 2.3
0 N = 160.00
1.0 2.0 3.0 4.0
EVALMTHD
Statistics
EVALMTHD
N Valid 160
Missing 0
Mean 2.2563
Skewness .352
Evaluation Method
EVALMTHD

Valid 1.00 51 31.9 31.9 31.9
2.00 48 30.0 30.0 61.9
3.00 30 18.8 18.8 80.6
4.00 31 19.4 19.4 100.0
Total 160 100.0 100.0

EVALMTHD
4.00
1.00
3.00
2.00
EVALMTHD
60
50
40
30
20
Frequency
10 Std. Dev = 1.11

Mean = 2.3
0 N = 160.00
1.0 2.0 3.0 4.0
EVALMTHD
Statistics
EVALMTHD
N Valid 160
Missing 0
Mean 2.2563
Skewness .352

Industry Examples:
INDEXMPL
Freque Valid Cumulativ

ncy Percent Percent e Percent
Vali 1.00 67 41.9 41.9 41.9

d
2.00 43 26.9 26.9 68.8
3.00 18 11.3 11.3 80.0
4.00 32 20.0 20.0 100.0
Totl 160 100.0 100.0
INDEXMPL
4.00
1.00
3.00
2.00
INDEXMPL
80
70
60
50
40
30
20
Frequency
Std. Dev = 1.15

10
Mean = 2.1
0 N = 160.00
1.0 2.0 3.0 4.0
INDEXMPL
Statistics
INDEXMPL
N Valid 160
Missing 0
Mean 2.0938
Skewness .611
Mentroing
MENTORING

Valid 1.00 66 41.3 41.3 41.3
2.00 35 21.9 21.9 63.1
3.00 24 15.0 15.0 78.1
4.00 35 21.9 21.9 100.0
Total 160 100.0 100.0
MENTORIN
4.00
1.00
3.00
2.00
MENTORIN
70
60
50
40
30
20
Frequency
Std. Dev = 1.19

10
Mean = 2.2
0 N = 160.00
1.0 2.0 3.0 4.0
MENTORIN
Statistics
MENTORING
N Valid 160
Missing 0
Mean 2.1750
Skewness .450
Quality of Material
Valid 1.00 61 38.1 38.1 38.1
2.00 45 28.1 28.1 66.3
3.00 23 14.4 14.4 80.6
4.00 31 19.4 19.4 100.0
Total 160 100.0 100.0
QLTYMTRL
4.00
1.00
3.00
2.00
QLTYMTRL
70
60
50
40
30
20
Frequency
Std. Dev = 1.13

10
Mean = 2.2
0 N = 160.00
1.0 2.0 3.0 4.0
QLTYMTRL
Statistics
QLTYMTRL
N Valid 160
Missing 0
Mean 2.1500
Skewness .513

Communication Skills:
CMMNSKLS

Valid 1.00 47 29.4 29.4 29.4
2.00 40 25.0 25.0 54.4
3.00 36 22.5 22.5 76.9
4.00 37 23.1 23.1 100.0
Total 160 100.0 100.0
CMMNSKLS
4.00
1.00
3.00
2.00
CMMNSKLS
50
40
30
20
Frequency
10
Std. Dev = 1.14
Mean = 2.4
0 N = 160.00
1.0 2.0 3.0 4.0
CMMNSKLS
Statistics
CMMNSKLS
N Valid 160
Missing 0
Mean 2.3938
Skewness .137
Punctuality
PUNCTUAL

Valid 1.00 49 30.6 30.6 30.6
2.00 39 24.4 24.4 55.0
3.00 37 23.1 23.1 78.1
4.00 35 21.9 21.9 100.0
Total 160 100.0 100.0
PUNCTUAL
4.00
1.00
3.00
2.00
PUNCTUAL
60
50
40
30
20
Frequency
10 Std. Dev = 1.14

Mean = 2.4
0 N = 160.00
1.0 2.0 3.0 4.0
PUNCTUAL
Statistics
PUNCTUAL
N Valid 160
Missing 0
Mean 2.3625
Skewness .163

Feedback on Assignments
FDBKASGN

Valid 1.00 73 45.6 45.6 45.6
2.00 30 18.8 18.8 64.4
3.00 22 13.8 13.8 78.1
4.00 35 21.9 21.9 100.0
Total 160 100.0 100.0
FDBKASGN
4.00
1.00
3.00
2.00
FDBKASGN
80
60
40
20
Frequency
Std. Dev = 1.21

Mean = 2.1
0 N = 160.00
1.0 2.0 3.0 4.0
FDBKASGN
Statistics
FDBKASGN
N Valid 160
Missing 0
Mean 2.1188
Skewness .524
Comparison of all
Std. Std. Error
Statistic Error of Std. of
s Mean Mean Deviation Skewness Skewness
MASTDISC 2.38125 0.088164 1.1152 0.137597 0.191866
EFFELECT 2.2125 0.086597 1.095373 0.411158 0.191866
CASESTDY 2.20625 0.091329 1.155228 0.40609 0.191866
EVALMTHD 2.25625 0.087437 1.105998 0.352087 0.191866
INDEXMPL 2.09375 0.0912 1.153594 0.611335 0.191866
MENTORIN 2.175 0.094065 1.189842 0.449798 0.191866
QLTYMTRL 2.15 0.089636 1.133814 0.513339 0.191866
CMMNSKLS 2.39375 0.090028 1.138778 0.136566 0.191866

PUNCTUAL 2.3625 0.089762 1.135408 0.163032 0.191866
FDBKASGN 2.11875 0.095649 1.209875 0.524388 0.191866
SYLONTIM 2.21875 0.094948 1.201005 0.451538 0.191866
-
PEERS REVIEW
TEAMWORK

Valid 2.00 4 25.0 25.0 25.0
3.00 6 37.5 37.5 62.5
4.00 6 37.5 37.5 100.0
Total 16 100.0 100.0
TEAMWORK
4.00
2.00
3.00
TEAMWORK
7
2
Frequency
Std. Dev = .81

1
Mean = 3.13
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
TEAMWORK
Statistics
TEAMWORK
N Valid 16
Missing 0
Mean 3.1250
Std. Deviation .80623
Skewness -.245
Cooridination:
COORDINT

Valid 2.00 4 25.0 25.0 25.0
3.00 5 31.3 31.3 56.3
4.00 7 43.8 43.8 100.0
Total 16 100.0 100.0
COORDINT
4.00
2.00
3.00
COORDINT
8
2
Frequency
Std. Dev = .83

Mean = 3.19
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
COORDINT
Statistics
COORDINT
N Valid 16
Missing 0
Mean 3.1875
Skewness -.391
Cooperation:
COOPERN

Valid 2.00 3 18.8 18.8 18.8
3.00 10 62.5 62.5 81.3
4.00 3 18.8 18.8 100.0
Total 16 100.0 100.0

COOPERN
4.00
2.00
3.00
COOPERN
12
10
4
Frequency
2 Std. Dev = .63

Mean = 3.00
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
COOPERN
Statistics
COOPERN
N Valid 16
Missing 0
Mean 3.0000
Skewness .000

Mentoring
MNTRING

Valid 3.00 13 81.3 81.3 81.3
4.00 3 18.8 18.8 100.0
Total 16 100.0 100.0
MNTRING
4.00
3.00
MNTRING
14
12
10
4
Frequency
Std. Dev = .40

2
Mean = 3.19
0 N = 16.00
3.00 3.50 4.00
MNTRING
Statistics
MNTRING
N Valid 16
Missing 0
Mean 3.1875
Skewness 1.772
SHRNGKNW

Valid 2.00 9 56.3 56.3 56.3
3.00 3 18.8 18.8 75.0
4.00 4 25.0 25.0 100.0
Total 16 100.0 100.0

SHRNGKNW
4.00
2.00
3.00
SHRNGKNW
10
4
Frequency
2
Std. Dev = .87
Mean = 2.69
0 N = 16.00
2.00 2.50 3.00 3.50 4.00
SHRNGKNW
Statistics
SHRNGKNW
N Valid 16
Missing 0
Mean 2.6875
Skewness .711
Statistics
CORDIN COOPE MNTRI SHRNGKN
TMWRK T RN NG W
N Valid 16 16 16 16 16
Missing 0 0 0 0 0
Mean 3.1250 3.1875 3.0000 3.1875 2.6875
Std. Error of Mean .20156 .20854 .15811 .10078 .21830
Std. Deviation .80623 .83417 .63246 .40311 .87321
Skewness -.245 -.391 .000 1.772 .711
Std. Error of Skewness .564 .564 .564 .564 .564
CONCLUSION
From the following activity of the research we
can conclude that there is a scope of
improvement in the teaching techniques of the
JIMS staff towards the overall improvement of the
students.

Performance Appraisal

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Performance Appraisal

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INTRODUCTION TO PERFORMANCE APPRAISAL

a.To help a manager decide what increases

b.To effect promotion based on

c. To assess the training and development

d.To improve communication. Performance

Methods of Performance Appraisal

There are two methods of

There are different methods of performance

Simplest and most popular technique for

Advantages of Rating Scale:-

Disadvantages of Rating Scale:-

1) Use of personality criteria instead of

c. Man to man comparison method:-

Advantages of Man to man comparison

d.Graphic Rating Scale method:-

Advantages of Graphic Rating Scale method:-

1) Eliminate the error of leniency.

1) It is assumed that employees

e.Free Essay Method:-

Advantages of Free Essay method:-

1) The strength of the essay method

Ethics of Performance Management.

b. Appraise on the basis of representative

c. Appraise on the basis of sufficient

d.Be honest in your assessment of all the

e. In offering an appraisal, make it plain that

f. Don’t accept another’s appraisal without

All the above ethics of performance appraisal

1. To find the current performance of the JIMS Faculty.

2. To identify the strength & improvement areas of the faculty.

3. To give recommendations based on the research.

Introduction about Research:- Research is a part and parcel of

Our research is the performance appraisal of JIMS staff on the

Type of Research:-It is a qualitative research. Qualitative

Sources of data collection:-The source of data collection is

1) Questionnaire method i.e. by distributing the questionnaire

2) Direct personal talk with the teachers and directors.

Sample size: - Our sample size includes 30% of total population.

Collection of Data:- Our data is collected through a structured

Type of questionnaire:- Our questionnaire includes both closed

Data Presented:- Data is presented in the form of tabulation,

Interpretation:- With the reference to the charts and the histogram we

1. Sharing industry knowledge or examples

Frequenc Valid Cumulative

Valid 1.00 46 28.8 28.8 28.8

2.00 41 25.6 25.6 54.4

3.00 39 24.4 24.4 78.8

4.00 34 21.3 21.3 100.0

Total 160 100.0 100.0

Std. Error of Mean .08816

Std. Deviation 1.11520

Std. Error of Skewness .192

Valid 1.00 53 33.1 33.1 33.1

2.00 49 30.6 30.6 63.8

3.00 29 18.1 18.1 81.9

4.00 29 18.1 18.1 100.0

Total 160 100.0 100.0

10 Std. Dev = 1.10

Std. Error of Mean .08660

Std. Deviation 1.09537

Std. Error of Skewness .192

Freque Valid Cumulativ

Vali 1.00 60 37.5 37.5 37.5