Problems in PA

Supervisor play dual and conflicting role of both judge and the
helper.
Too many objectives often cause confusion.
Supervisor feels that subordinate appraisal is not rewarding.
A big gap exist in two PA prog.
The skill required for daily admn and employee dev are in
conflict.
Poor communication keeps employee in dark that what is
expected from them
Difference in opinion between the superior and subordinates ,
regarding latters performance.
Unwillingness on the part of supervisors to employee
Plainly how to improve their performance.
 Objective, needs of PA
Mcgregor says PA meets 3 needs. They are:
1. Provides systematic judgment needed to back up
salary increases, transfer, demotions, terminations.
2. It is the means of telling how the subordinate is
doing, suggestions needed to change the behavior ,
attitude, job knowledge, skills of the employee.
3. It used as the coaching and counseling the
individual by the superior.
Levinson has given 3 functions of PA:
1. Gives Feedback for performance
2. Basis for changing and improving of behavior
3. Provides data for future assignments and
compensation.
 Objective, needs of PA-continued
.According to Cummings PA has four objectives:
Salary review
Development and training of individuals
Planning job rotation
Assistance promotion.
According to various companies of Bangladesh the
objectives are:
It maintains an inventory for the number and quality
of the managers and meet their training needs.
To determine promotion, increment and transfer.
To maintain individual and gp. dev. by feedback.
To suggest employee for improvement.
 Objective, needs of PA-continued
PA has wide variety of utility as follow:
1. It unifies the appraisal procedure.
2. It provides info for making and enforcing decision
like: development, training, promotion.
3. It provides info as records.
4. It serves to stimulate and guide employee dev.
5. Inefficient employees can be weeded out or
persuaded to adjust themselves.
6. A periodic appraisal helps the supervisor to be alert
and competent.
7. It provides more accurate rating.
8. It makes for better employer-employee relationship.
 Responsibility for PA
Existence of an atmosphere of confidence and trust.
The supervisor must thoroughly evaluate employees
performance.
The performance rather than personality should be
given due weight.
The supervisor should try to analyze the strengths
and weakness of the employee.
The prog. Should be less time consuming and less
costly.
Negative results should be communicated
immediately to the employees.
The post appraisal interview should be conducted.
 Techniques of PA
Traditional technique: Modern technique
1. Straight ranking
1. Assessment center
2. Paired comparison
method 2. MBO
3. Man to man comparison 3. Human asset a/c
method method
4. Grading method
5. Linear ranking method
6. Forced choice
description method
7. Free essay method
8. Graphic rating scale
9. Check list
10. Group appraisal
11. Field review method