PERFORMANCE APPRAISAL PRESENTATION......

PERFORMANCE APPRAISAL PRESENTATION......

1. PERFORMANCE APPRAISAL “According to Wendell French, performance appraisal is, the formal, systematic assessment of how well employees are performing their jobs in relation to established standards and the communication of that assessment to employees” “According to Dale Yoder, Performance appraisal includes all formal procedures used to evaluate personalities and contributions and potentials of group members in a working organisation . It is a continuous process to secure information necessary for making correct and objective decisions on employees”.

2. OBJECTIVES OF PERFORMANCE APPRAISAL Feedback : It serves as a feedback to the employee. Compensation decisions: It provides inputs to system of rewards. Data base: It provides a valid database for personal decisions concerning placements, pay, promotion, transfer etc. Personal development: Performance appraisal can help reveal the causes of good and poor employee performance. Training and development program: By identifying the strengths and weaknesses of an employee, appraisal serves as a guide for formulating a suitable training and development program to improve his quality of performance in his present work.

3. Promotion decisions: It can serve as a useful basis for job change or promotion. Personal development: Performance appraisal can help reveal the causes of good and poor employee performance. Improves supervision: The existence of a regular appraisal system tends to make the supervisors more observant of their subordinates because they know that they will be expected periodically to fill out rating forms and would be called upon to justify their estimates. This improves supervision.

4. CONCEPT OF PERFORMANCE APPRAISAL Performance appraisal provides valuable information for personnel decisions such as pay increases, promotions, demotions, transfers and terminations. The information provided forms the basis for suitable personnel policies.

5. PROCESS OF PERFORMANCE APPRAISAL Setting up performance standards Communicate performance expectations to employees Measure actual performance Compare the actual and expected performance Discuss the appraisal with the employee

6. METHODS OR TECHNIQUES OF PERFORMANCE APPRAISAL

7. PERFORMANCE EVALUATION Promotion: A promotion may not be the result of any positive employee performance review, as the employer may not have that option each time. A promotion is an increase in rank which may also be accompanied by a raise in pay, benefits and responsibility. Demotion: or “downgrading” refers to lessening of the status, salary or role of an employee. It is usually due to low performance or disciplinary action.

8. Transfer: Employees are transferred because the performance may not be satisfactory and organization cannot lay-off employees. Employees may be transferred for personal reasons or they are transferred because of on –the-job training Transfers can be of different types like: Production transfer Remedial transfer Penalty transfers Rotation transfers

9. Termination: It is the ultimate kind of punishment that involves final discharge from duties on permanent basis. Also called s dismissal, it is generally the last option taken only in case of serious performance issues. Layoff: A layoff can occur for a number of reasons. Sometimes a company discovers it can still meet production demands with a smaller workforce

10. Retraining: someone with 100% motivation and 75% ability can often achieve above average performance. But a worker with only 25% ability won't be able to achieve the type of performance expected from him, regardless of his or her level of motivation.

11. GRIEVANCE AND GRIEVANCE HANDLING The grievance produce unhappiness, frustration, discontent, indifference and poor morale and ultimately it has an adverse effect on the efficiency and productivity of an employee. Grievance is any discontent or dissatisfaction that affects organizational performance.

12. A grievance is always a symbol of some malfunctioning or maladjustment. The causes of employee grievances could be grouped as follows: Promotions Amenities Continuity of Services Fines Compensation Increments Disciplinary action Wages Acting Promotion Transfer Recovery of dues Safety appliance Superannuation Super session Victimization Conditions of work

13. Directions help in handling a grievance: Receive and define the nature of the dissatisfaction Get the facts Analyze and divide Apply the answer Follow up

14. INDUSTRIAL RELATION AND TRADE UNION Industrial Relation is that part of management, which is concerned with the manpower of the enterprise, whether machine operator, skilled worker or manager: Bethel, Smith & Group

15. Trade unions are unique Organizations. Their role is variously interpreted and understood by different interest groups in the society. The following are the objectives of Trade Union: Security of employment Rational personnel policies Negotiating machinery Gaining legislative enactments Miscellaneous services

16. COLLECTIVE BARGAINING Collective bargaining process is a useful instrument not only for negotiations between the employers and the workers, but also serves as a mechanism to resolve labor-management conflicts. Implemented properly, it lays the foundation for Industrial Democracy.

17. PROCESS OF COLLECTIVE BARGAINING Prepare Discuss Propose Bargain Settlement