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Performance Appraisal :

Performance Appraisal (PA) refer to all


those procedures that are used to
evaluate the personality, performance,
potential of its group members .

It is a formal & systematic evaluation of


the individual with respect to his
performance on the job.
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 employee
 Diagnose the S & W of individuals
 Provide coaching, counseling, career planning to
subordinates
 Develop positive relation and reduce grievance
 Facilitates research in personnel management
 Provide database
Relationship between job analysis
and performance appraisal:
Job analysis Performance Performance
standards appraisal

Describes work Translate job Describes the


& Personnel into levels or Job relevant
requirement to acceptable strengths and
or unacceptable weakness of
of a job each individual
performance
Steps in performance appraisal
Establishing job standards

Designing an appraisal programme

Appraise performance

Performance interview

Use appraisal data


for appropriate purpose
Process of PA
Setting
performance
Taking corrective
standards Communicating
actions standards

Discussing Measuring
results Performance

Comparing
standards
Performance Appraisal Methods
 Individual Evaluation Methods
 Confidential report
 Essay evaluation
 Critical incidents
 Checklists
 Graphic rating scale
 Behaviorally anchored rating scale
 MBO
Critical Incident method
Ex: A fire, sudden breakdown, accident

Workers reaction scale

A informed the supervisor immediately 5


B Become anxious on loss of output 4
C tried to repair the machine 3
D Complained for poor maintenance 2
E was happy to forced test 1
Checklist method

Simple checklist method:

Is employee regular Y/N


Is employee respected by subordinate Y/N
Is employee helpful Y/N
Does he follow instruction Y/N
Does he keep the equipment in order Y/N
Graphic Rating Scale
Employee name_________ Deptt_______
Rater’s name ___________ Date________
------------------------------------------------------------------------
Exc. Good Acceptable Fair Poor
5 4 3 2 1 _
Dependability
Initiative
Overall output
Attendance
Attitude
Cooperation
Total score
Performance Appraisal Methods
 Group Appraisal
 Ranking
 Paired comparison
 Forced distribution
 Field review technique
Ranking method
Employee Rank

A 2

B 1

C 3

D 5

E 4
Forced Distribution Method

No.
of
employees
10% 20% 40% 20% 10%
poor Below average good Excellent
average

Force distribution curve

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