PERFORMANCE APPRAISAL

SYSTEM

SR.NO. PREPARED BY:

09. KIRAN GUPTA
19. ATUL VYAS
29. MANORMA SHARMA
39. NAKUL GROVER
49. HONEY SATPAL
 INTRODUCTION
• It is process of evaluating the performance
of employees, sharing that information with
them, and searching ways to improve their
performance.

• To get beyond the “IF” (do the

employees have the competencies to do
the job), it often helps to have a clearer
picture of what needs to take place.
 MEANING
• Performance Appraisal is a process of
evaluating an employee’s performance in
terms of its requirements.
• During evaluation If any problems are
identified, steps are taken to communicate
with the employee and remedy them.
 OBJECTIVES OF PA
• Provide Feedback

• Improve Communication

• Training Needed

• Clarify Expectations

• Allocate Rewards
 Definition
• Traditional Approach
• A basic human tendency to make
judgments about those one who
is working with as well as about
oneself.
(DIRECT APPRAOCH)
• Modern Approach
• A structured formal interaction
between subordinate and
supervisors that usually takes the
form of the periodical
interview(annual, bi-annual, semi
annual), in which the work
performance of subordinates is
examined and discussed with a
view to identify weaknesses and
strengths. As well as opportunity
for improvement and skill
development.
(COLLECTIVE APPROACH)
 TRADITIONAL METHODS:-

– STRAIGHT RANKING METHOD

– PAIRED COMPARISON
– CRITICAL INCIDENTS METHODS
– CHECKLIST METHOD
– FORCED DISTRIBUTION
– ESSAY APPRAISAL METHOD
STRAIGHT
RANKING
METHOD
PAIRED COMPARISON
 MODERN METHODS

– MANAGEMENT BY
OBJECTIVES (MBO)
– 360 DEGREE
– ASSESSMENT CENTRES
– BARS
– HUMAN RESOURCE
ACCOUNTING METHOD
 360 degree

360 DEGREE PERFORMANCE APPRAISAL

MBO PROCESS
SCOPE OF PAS

PAS:-PERFORMANCE APPRAISAL SYSTEM

 Individual’s Appraisal
200 Runs/ 147Balls/ 25X4 / 3X6\
Agree you have done GREAT………….
BUT BUT BUT BUT
25 x 4s = 100
3 x 6s   =  18
118 Runs in 28 Balls. 
And 12 x 2s = 24 
58 x 1s = 58 
IT means all 200 Runs in only 98 balls 
So wasted 147-98 = 49 balls 
Considering only 1 run scored on each of
these balls you could have earned 49 valuable
RUNS FOR OUR TEAM 
MANAGER’S COMMENT: So you only met the
expectations and NOT EXCEEDING (though
anyone of our team could not do it) and your
rating  is 3 
 Performance Appraisal System in Government

•Since 1956 the Government of India has been following a system of

"grading" the performance in the following 'five' grades:
GRADES

1) Outstanding,
2) Very Good,
3) Good,
4) Fair, and
5) Poor

•The work of 'grading' is done by a departmental promotion

committee.

•Those who are placed in the 'outstanding' grade are given enbloc
promotions, followed by 'very 'good' and 'good' grades.
Case study of Infosys
Presumptions taken in the study
• The appraise must be on role from the last 3
months
• The appraise must not have taken leave for more
than 3 days in a month
• the appraisal cycle is bi-annual i.e. In July for the
January to June period and January for the July to
December period
• There is a Normalization process which is
incorporated by HR team and top level
management and reviewed regularly.
 NORMALIZATION PROCESS
• The normalization process refers to the employees
performance rating and percentage/number of employee
who would be promoted/progressed on the basis of such
rating.
• Employee attains promotion on the top most ranking basis.

RANKING NUMBER OF EMOPLYEES(%)

I 5% OF TOTAL GROUP
II 20% OF TOTAL GROUP
III 45% OF TOTAL GROUP
IV 15% OF TOTAL GROUP
V 5% OF TOTAL GROUP
Sends the Appraiser
Does form
form to needs
IF NO takes part in
consultant input from nominalization
for inputs Consultant discussions
IF YES
Appraiser
Consultant himself
evaluates modifies and
and send it sends the
back to form to
appraiser appraise for
with signoff
feedback
Recourse
&
Redress
 TABLE OF APPRAISAL
Sr. Key Performance Self Average Peer Superior Sub-
No Indicators Of all Ordinates

1. Punctuality 70 70 70 90 80
2. Appearance 50 68 62 70 80
3. Products Knowledge 70 78 86 70 70
4. Behaviors 50 64 58 70 70
5. Achievement of Target 50 64 66 90 60
6. Communication Skill 50 60 66 70 50
7. Relation with Customers 90 74 74 90 90

8. Recovery of Payment 70 76 74 90 90
9. Discipline 50 62 58 70 80
Performance appraisal form
Advantages
 Cons
tan
t c he
c
indu k
c
emp es
loye
e to
perf
orm
bette
r
 Disadvantages
Disadvantages
Employees scores can be deceptive
Employees scores can be deceptive