Professional Documents
Culture Documents
APPRAISAL
By Ranjeet Reddy
INTRODUCTION
The process of HRD helps in acquiring and developing
skills to perform and present and future roles.
Performance appraisal helps the employees as well as
the management.
Performance appraisal is the basis for employee
development.
Performance appraisal indicates the level of desired
performance level, level of actual performance and the
gap between the two.
Why Performance Appraisal?
Strategic Management and Performance Appraisal.
Need and purpose of Performance Appraisal.
Who will appraise ?
Performance Analysis and development.
Methods of Performance Appraisal
Many techniques and methods for PA. Few important
are:
Trait methods
Behavior methods
Result methods
Trait methods:
Traits of employees like dependability, creativity,
leadership, etc. Designed based on JD & JS
Graphic Rating Scale (linear/simple rating scale)
Ranking Method
Paired Comparison Method
Checklist Method
a)Simple CLM
b)Weighted CLM
c)Forced CM
Forced Distribution Method
Essay or Free Form Appraisal
Group Appraisal
Behavioral methods
Behavioral checklist method
Critical incident method
BARS
Collect critical incidents
identify performance dimensions
Assigning scale values to the incidents
Producing final instrument
Behavioral observational scales(BOS)
Satyam,infosys,dr.reddy’s labs
Maintains objectivity
Differntiates good performers
Provides feedback
Identify training needs
Assessment centre
Psychological appraisal
RESULT METHODS:
Less subjectivity
Less open to bias
Assign clear responsibility to employess
Freedom to employees
Empowering the employess
Contd….
Productivity measures
balance scorecard
Human resource accounting
MBO
SYSTEM OF PERFORMANCE
APPRAISAL
1. Set standards of performance
2. Inform these set standards to employees
3. Measurement of performance
4. Environmental influence on performance
5. Comparing actual performance with that of
others’ and previous performance
SYSTEM OF PERFORMANCE
APPRAISAL
6. Compare actual with standards – reasons for
deviations
7. Communicate employee performance to him/her
8. Suggest changes in job analysis and standards
9. Follow up of performance appraisal report
POST APPRAISAL INTERVIEW
Interview provides the feedback information
Appraiser explains employee his rating
Review standards & set new standards
Let employee know where they stand
Let employees do better job
Strengthen superior-subordinate relationship
Provide an opportunity for employees to express
themselves
APPRAISAL INTERVIEW PROCESS
1. Encourage for self assessment before interview
2. Invite participation
3. Express appreciation
4. Minimize criticism
5. Change behavior, not person
6. Focus on problem solving, not criticizing
APPRAISAL INTERVIEW PROCESS
7. Be supportive
8. Establish goals
9. Follow up – for improvement of performance