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Bhushan Narsinghani

Roll No. 11
bjective assessment of an individual’s performance against
well defined benchmarks

 Job Knowledge
 Supervision
 Leadership
 Dependability
Job Analysis Performance Standards Performance Appraisal

Describes work and Translate job Describes the job-

personnel requirement requirements into relevant strengths and
of a particular job levels of acceptable or weaknesses of each
unacceptable individual
Provide feedback about
Diagnose the Strengths &
Weaknesses of individuals
Provide coaching,
counseling, career planning
Develop positive relation
and reduce grievance
Provide database
Facilitates research in
personnel management
Philips Model

High Stars

Planned Solid
l ai t net o P

Low Separation Citizens

Low High


performance expectations

measurement tools
Use a
rating system

specific examples

measurable goals
easurement systems need to be:
 Specific
 Fair
 Consistent
 Clear
 Useful
ystems can be
 Numerical
 Textual
 Management by Objectives (MBO)
 Behavior/Phsychological oriented
Critical Incidence Method
Forced Choice
Forced Distribution
Critical Incident
Field review
Tests and Observations
Cost Accounting
Rating Scales
Checklist Method
employee regular Y/N
employee respected by subordinate Y/N
employee helpful Y/N
he follow instruction Y/N
he keep the equipment in order Y/N
 Step 1. Identify critical incidents

 Step 2. Select performance dimension

 Step 3. Retranslate the incidents

 Step 4. Assign scales to incidents

 Step 5. Develop final instrument

Forced Choice Method

riteria Rating

.Regularity on the job Most Least
 Always regular
 Inform in advance for delay
 Never regular
 Remain absent
 Neither regular nor irregular

et organizational goals

efining performance target

erformance review

•Select a good time
•Start with
something positive
•Manage eye
contact and body language
development plan
•Set mutually
agreeable goals
•End in a positive,
encouraging note