BBA_SecF_performance apprisal appraisal.ppt

Introduction of the students
Course Contents:
Understanding human behavior, Factors affecting human psychology – mood, sentiments, feelings, gestures, happiness, Attitude, belief, and background, Causes of individual behavior v/s group behavior
Conflict and conflict management, causes of individual and group dynamics, Cognitive dissonance
Force field analysis, Personality – concept, factors, factors of association, personality formation structure – mind mapping Creativity, lateral thinking, divergent thinking

1. Performance AppraisalPerformance Appraisal
by Dr Pragati Swaroopby Dr Pragati Swaroop

2. Performance Appraisal Performance Appraisal
Performance appraisal
–Evaluating an employee’s current and/or past
performance relative to his or her performance
standards.
–Performance appraisal is a method of evaluating
the behaviour and performance of employees in
the workplace. This includes appraisal of both
qualitative and quantitative aspects of job
performance.

3. HRM_4_3
IssuesIssues
Why appraise? (Uses)
Who appraises?
What to appraise?
How?

4. HRM_4_4
An Introduction to AppraisingAn Introduction to Appraising
PerformancePerformance
Why appraise performance?
–Appraisals play an integral role in the employer’s
performance management process.
–Appraisals help in planning for correcting
deficiencies and reinforce things done correctly.
–Appraisals, in identifying employee strengths
and weaknesses, are useful for career planning
–Appraisals affect the employer’s salary raise
decisions.

5. HRM_4_5
Uses of Performance AppraisalUses of Performance Appraisal
Figure 11–3

6. An Introduction to AppraisingAn Introduction to Appraising
PerformancePerformance
Features of Performance Appraisal:
– Systematic process of evaluation of an employee.
– Analysis of the strengths and weaknesses of an employee.
– To find out how well an employee is performing the job.
– Appraisal is done periodically.
– It is based on a definite plan.
– Performance appraisal is different from job evaluation.
– Performance appraisal is a continuous process that is
accepted by every organization.

7. Criticisms of PA/Why PA efforts fail?Criticisms of PA/Why PA efforts fail?
–Focus is too much on the individual and does
little to develop employees.
–Employees and supervisors believe the appraisal
process is seriously flawed.
–Appraisals are inconsistent, short-term oriented,
subjective, and useful only at the extremes of
performance.
–Rater bias
–Too many forms to complete

8. Managerial Issues Concerning AppraisalsManagerial Issues Concerning Appraisals
–Managers feel that little or no benefit will be
derived from the time and energy spent in the
process.
–Managers dislike the face-to-face confrontation
of appraisal interviews.
–Managers are not sufficiently trained in
providing appraisal feedback.
–The judgmental role of appraisal conflicts with
the helping role of developing employees.

9. Traditional Performance Traditional Performance
Appraisal:Appraisal:
Logic and ProcessLogic and Process

10. Process of Performance AppraisalProcess of Performance Appraisal

11. Process of Performance AppraisalProcess of Performance Appraisal
Establishing performance standards
The first step in the process of performance appraisal is the setting up of
the standards which will be used to as the base to compare the actual
performance of the employees.
Communicating the standards
The employees should be informed and the standards should be clearly
explained to the employees.
Measuring the actual performance
The most difficult part of the Performance appraisal process is measuring
the actual performance of the employees that is the work done by the
employees during the specified period of time.
Comparing actual performance with desired performance
The comparison tells the deviations in the performance of the employees
from the standards set.
Discussing results [Feedback]
The result of the appraisal is communicated and discussed with the
employees on one-to-one basis. The results, the problems and the
possible solutions are discussed with the aim of problem solving and
reaching consensus

12. Potential rating problemsPotential rating problems

13. Appraisal Interview
What is Appraisal Interview?
Appraisal interview is a formal discussion process
between an employee and his/her manager regarding
performance and other aspects of job role.
Importance of Appraisal Interview
An appraisal interview gives the employee the chance to
shield himself/herself from poor evaluation by the
manager. It also gives the manager an opportunity to
spell out his/her reviews.
It helps the employees to determine whether there is a
need for training if they lack in any particular skill and
who will be promoted, demoted, retained or fired.

14. Types of Appraisal InterviewTypes of Appraisal Interview
1. Satisfactory-Promotable: The employee’s performance is
satisfactory and there is a promotion ahead. This interview’s
objective is to develop is to discuss the employee’s career plans
and to develop a specific action plan for the professional
development that he/she needs to move up.
2. Satisfactory-Not promotable: The employee’s performance is
satisfactory but there is no possibility for promotion. This
interview’s objective is to motivate the employee enough so that
the performance satisfactory.
3. Unsatisfactory-Correctable: The interview’s objective is to
find a way to correct the unsatisfactory performance.
4. Unsatisfactory-Uncorrectable: This interview is usually to
warn the employee about his/her performance. The worst case
would be that the employee is fired.

15. Performance appraisal Interview processPerformance appraisal Interview process

16. Potential appraisal
Potential appraisal is a future – oriented
appraisal whose main objective is to
identify and evaluate the potential of the
employees to assume higher positions and
responsibilities in the organizational
hierarchy. Many organisations consider
and use potential appraisal as a part of the
performance appraisal processes.

18. Performance appraisal versus Performance Performance appraisal versus Performance
managementmanagement
Performance management is about actually
helping an employee to develop and increase his
performance and productivity. 
Performance appraisal evaluates the actual
performance of the employee, but it does not
focus on the employee’s performance
productivity. 
Performance management looks at an employee’s
performance keeping in mind the present and the
future. 
Performance appraisal evaluates the employee’s
performance based on how he has performed in
the immediate past. 
Performance management has a holistic approachPerformance appraisal is individualistic in nature
Performance management is strategic in the
sense that it is constantly measuring an
employee’s performance and formulating new
strategies for the employee’s development. 
A performance appraisal system is operational
because it follows certain protocol for
performance, and it focuses only on the result of
the employee’s performance. 
Performance management is very dynamic
Performance appraisals are very linear in terms of
the communication
Performance management is future oriented
keeping in mind the strategies required for
maintaining the employee performance for the
next year.
Performance appraisal is very retrospective in the
sense that it looks back on past events and
situations.
Performance management is a continuous
ongoing process
Performance appraisal system facilitates
performance appraisals only once or twice a year.