4_58098969058535004.pptx - PERFORMANCE APPRAISAL BY MADHURI...

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PERFORMANCE APPRAISAL BY MADHURI BIND
DEFINITIONPerformance appraisal According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job."
Provide a review of past work performance.Establish lines of communication.Create an opportunity to discuss professional development goals and objectives.NEED OF PERFORMANCE EVALUATIONS
Document employee performance.Document corrective action necessary to improve work performance.It is the supervisor’s and manager’s responsibility to monitor, evaluate and coach employees.
AIMS OF PERFORMANCE APPRAISALGive employee feedback.Identify employee training needDocument criteria.Form a basis for personnel: salary increases, promotions, disciplinary actions, bonuses, etc.Provide the opportunity for organizational diagnosis and developmentFacilitate communicationValidate selection techniques and human resource policies.
PURPOSES OF PERFORMANCE APPRAISALTo review the performance of the employees.To judge the gap between the actual and the desired performance.To help the management in exercising organizational control.To diagnose the training and development needs of the future.
Provide information to assist in the HR decisions like promotions, transfers etc.Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.To judge the effectiveness of the other human resource functions. To reduce the grievances of the employees.Helps to strengthen the relationship and communication between superior – subordinates and management – employees.
OBJECTIVES OF PERFORMANCE APPRAISAL
WORK RELATED OBJECTIVESTo provide a control for work doneTo improve efficiencyTo help in assigning work and plan future work assignment; andTo carry out job evaluation
CAREER DEVELOPMENT OBJECTIVESTo identify strong and weak points and encourage finding remedies for weak points through training;To determine career potential;To plan developmental( promotional or lateral) assignments; and To plan career goals
OBJECTIVES OF COMMUNICATIONTo provide adequate feedback on performance;To clearly establish goals, i.e what is expected of the staff members in terms of performance and future work assignments;To provide counseling and job satisfaction through open discussion on performance andTo let employees assess where they stand within the organization in terms of their performance.
ADMINISTRATIVE OBJECTIVESTo serve as a basis for promotion or demotion;To serve as a basis for allocating incentives;To serve as a basis for determining transfers ; and To serve as a basis for termination in case of reduction of staff.
USE OF PERFORMANCE APPRAISAL SYSTEMRaises, Merit Pay, Bonuses

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