P.B.S. KUMARCONCEPT OF PERFORMANCE APPRISAL SYSTEMP.B.S. KUMARB.Sc,MA(PM),MA(Ind.Eco.),MBA(HR),BGL,DLL,PGD IR&PMMANAGER-HR
P.B.S. KUMARPerformance Appraisal
P.B.S. KUMARThe conceptPerformance appraisal is a management tool which is helpful in motivating and effectively utilizing human resources. The performance appraisal system should: be correlated with the organizational mission, philosophies and value system;cover assessment of performance as well as potential for development;take care of organizational as well as individual needs; help in creating a clean environment by linking rewards with achievements,generating information for the growth of the employee as well as of the organization, suggesting appropriate person-task matching and career plans.
P.B.S. KUMARFeedbackFeedback is an important component of performance appraisal.Positive feedback is easily accepted, Negative feedback often meets with resistance unless it is objective, based on a credible source and given in a skilful manner.
P.B.S. KUMARObjectives of performance appraisalEmployees would like to know from a performance appraisal system: concrete and tangible particulars about their workassessment of their performance.
P.B.S. KUMARThe purpose of Performance AppraisalEmployee:their personal developmenttheir work satisfactiontheir involvement in the organization.Organization:providing information about human resources and their development;measuring the efficiency with which human resources are being used and improved;providing compensation packages to employees; maintaining organizational control.
P.B.S. KUMARApproaches in performance appraisalIntuitive approach:In this approach, a supervisor or manager judges the employee based on their perception of the employee's behavior. Self-appraisal approach:Employees evaluate their own performance using a common format. Group approach:The employee is evaluated by a group of persons. Trait approach:This is the conventional approach. The manager or supervisor evaluates the employee on the basis of observable dimensions of personality, such as integrity, honesty, dependability, punctuality, etc. Appraisal based on achieved results:In this type of approach, appraisal is based on concrete, measurable, work achievements judged against fixed targets or goals set mutually by the subject and the assessor. Behavioral method:This method focuses on observed behavior and observable critical incidents.
P.B.S. KUMARTechniques in performance appraisalEssay appraisal method Graphic rating scale Field review method Forced-choice rating method Critical incident appraisal method Management by objectivesWork standard approachRanking methods
P.B.S. KUMAREssay appraisal methodThe assessor writes a brief essay providing an assessment of the strengths, weaknesses and potential of the subject.