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Seminar

1. INTRODUCTION Performance appraisal are widely used in society An employer evaluating their employees is A very old concept Performance appraisal are an in dispensable part of performance measurement. Perforamance evaluation or performance appraisal is the process of assessing the performance and progress of an employee or a group of employees on a given job and his potential for future development

2. Definition Performance appraisal is the systematic evaluation of the. Individual with regard to his or her performance on the job and his potential for development.

3. Aim of performance appraisal To determine job competency Form a basis for personal decision,salary increase promotion ,disciplinary action bonuses Facilitates communication between employees and administration To improve performance through councelling coaching and development To determine training and development need of nursing Give employee feedback on performance

4. Objective Salary increase Promotion Training and development Feedback Pressure on employees Qualities most frequently evaluated are: Quality of performance qualities . Mental qualities Supervisory qualities . Personal qualities . Caapcity for further development

5. Purpose 1 Employee based To act as a cardstick for promotion As as already has been mentioned that it is one of the measure that can be used as a controlling method because the performance report are considered at the time of promotion especially when the development is through seniority basis To measure job performance The formost objective of performance appraisal to measure what an employee does or to review the performance of the employee over a given period

6. To improve short coming When the employees come to knowtheir weaknees and merits To identity training needs Helps to identify training needs and planning for training program To decide salary and wages Helpful in determining the salary Nd payment based on the employees Performances. To act as a motivational force it’s act as a motivational force for the employee to become more effecient and develop competition attitude among team member.

7. To have a base for counseling Performance apraisal provides support for advice if required performance improvement To have organization control It helps the management in exersisting oganisational control and strengthens the relationship and communications between superior subordinate and management’s employees To provide feedback to employees It is through performance appraisal that gives feedback to the employee regarding their past performance

8. To have a periodic review of the progress It is through performance that gives feedback to the employees regarding their past performance To allow the employee to evaluate themeselve 2. Institutional based To asses organisational objectives To measure work standard To remove grievances of the employee To assist in planning and evaluating human resources

9. 3 specific To provide performance feedback To decide on promotion To plan training and development program

10. Performance appraisal process Performance appraisal is an ongoing process of assessing the performance of an employees within a given period by a supervisor. Set standard and develop criteria It is used as the base to compare the actual performance of the employees .it should focus on the desired result of each job .frame the criteria to judge the performance of the employees as successful or unsuccessful and the degree of the organisation. The standard must be clear ,in measurement term and must be understood by all concerned.

11. Communicate the standard – the performance appraisal process involves appraisal and appraise to evaluate performance.

12. Measureactual performance After the standard are framed , accepted communicated ,the actual performance is measured it is most challenging task in the performance appraisal process Compare actual tagai St standard and discuss result During this stage ,compare the actual performance with set of standard performance.whatever be the result they should ve communicated and presented. Taking corrective action if required The last step of this process takes corrective action ,if necessary.immediate effect are to set the things right back to track

13. Method of performance appraisal Tree daigram

14. Methods of performance appraisal Individual methods-individual performance appraisal are as follows. 1 confidential reports – The goverment organisation usually relies on this method .this method is one of the old and traditional ways of evaluating employees. And generally prepared at the end of every year by the immediate superior.it has information about the employee strengths , weakness. And performance.

15. 2 Essay appraisal method This is simplest method ,the rayee express ,in detail theemployees strongs and weak points .the assessor also gives suggestion for improvement. 3 critical incidence technique Under this method the appraiser rates the employees based on essential events or takes a snapshots of the incidence and writes a brief report about the incidence

16. Checklist A checklist is a set of descriptive statement about the empmoyees and their behaviour . therater has to tick mark yes or no for each statement.r

17. 5 graphical rating scales It is one of the conventional techniques of performance appraisal. The continuum has anchors as outstanding good ,fair and unacceptable to help in the rating process . 6 behaviorally anchored rating scales It is an new method. BARS is systematically developed checklist using critical incident in combination with graphical rating scales .there are behaviour statement that describes improvement job performance qualities as good or bad

18. 7forced choice method- This method is useful to reduce bias 8 management by the objective method- The employees and the organisational goals and set their goals the standard of their performance and decide the Lin eof action .the appraise should record directly and immediately observe job related behaviour.

19. Multiple persons evaluation methods 1Ranking method – Ranking method is simple quick and most convenient means of appraisal .this Method allows expressing the relatives position of each employee in term of numerical rank.the employees scoring the highest us first and then select next highest and soon.

20. 2 paired comparison – In this method one emoyees iscompared with all other employees in the group for only trait or a time the evaluator put a tick mark against an empmoyees who will be better of two and assian final ranking by nu of time the employees is better than other by using a formula N(N-1)/2where this total number of compared employees .

21. 3 forced distribution methods – Tge aprraisal forcibly evaluates the staff according to the standardized distribution scale he or she considered at least two criteria for rating on five point scale and place employees between two extream. . Other method 1assesement centers The purpose of the aprraisal is for promotion training and development.

22. 2 group appraisal method- In this method several appraisal do the rating ,including the immediate supervisor.the actual performance is compared with the standard find the gap discuss and suggest the improvement . It is time consuming.

23. Field review method – under this method the employees is evaluated by another person not by his or her immediate supervisor he or she also interview the employees to assign rating using standardized forms. 360० feedback appraisal – this system is also known as muktirater feedback .it is most comprehensive method of assessment A360०appraisal is more appropriate to asses the leadership and management abilities of managers the management takes evaluation feedback from the superior subordinates peer groups or team member client and also from the appraise.

24. Barriers of effective appraisal 1 faulty assumption Managers sometimes assume that personal opinion us better than formal appraisal and they find little use of systematic appraisal and review procedures .managers assumption that employee want to know frankly where they do stand and what their superiors think about them are not valid . 2. Psychological blocks – Managees feeling of insecurity.appraisal as an extra burden.disliking of resentment by subordinates .disliking of communicationg poor performance to subordinates..

25. Technical pitfalls Criterion problem A criterion is.the standard of performance the manager desires of his subordinates and against which he compare their actual performance. B) Distortions An aprraisal system has the following possible distortions: haloeffect ,central tendency ,constant error ,raters liking and disliking.

26. Limitation of performance appraisal Bias in conducting appraisal – Error are introduced in the aprraisal because of defect or bias in the person conducting appraisal. Clarity in standards- Unlees all raters agree on what term such as , Good or Bad or excellent means or on the numerical evaluation of the different characteristics ,their final rating cannot be compared . Insuffienent evidence Differing perception Exessive leniency or strictnes Influence of man’s job

27. Uses of performance appraisal Basis for performance appraisal policies Perforamance appraisalprovides valuable information for personal decision such as pay increases promotion demotion transfer and termination . For judging the effective of recruitment It helps to judge the efectiveness of recruitment selection and placement and Orientation system of the organisation. For Analysis training and development needs – These needs cam be assessed because appraisal reveals people who require further training to remove their weakness

28. Assessment of individual potentials – Performance appraisal can be used to improve performance through appropriate feedback working and councelling to employees. Basis of planning – Performannce appraisal facilitates human resources planning carrier planing and succession planing .

29. Develop confidence: Systematic appraisal of performance helps to develop confidence among employees. Motivate the employees –a competitive spirit is created and employees are motivated to improve their performance systematic appraisal provide management an opportunity to properly size up the employees.

30. Importance of Performance appraisal 1.Proper performance feedback can improve the employees future performance .it also gives him satisfaction and motiVation . 2 .validation of selection process Performance appraisal. Is a means of validating both internal and external sources . 3.promotions Perforamance appraisal is away of Finding out which employee should be given a promotion . Past appraisal together with other background data will enable maange net to select proper person for promotion.

31. Transfer Performance appraisal is also useful for taking transfer decision . such.identification of employees who can be transferred is possible through the performance appraisal . Human resources plan – The performance appraisal helps in human resources planning . Accurate and current appraisal data regarding certain employ help the management in taking decisions for future employment.

32. Career development: performance appraisal also enables managers to coach and counsel emoyees in career development .

33. Advantages of performance appraisal Provide an opportunity for a manager to meet and discuss performance. Provide employee with feedback about their performance. Motivate employee for better job and helps them to improve their performance in the future. Communication also helps in maintaining cardial and pleasant labour management relationship.

34. Disadvantages of performance appraisal If not done appropriately ,can be a negative experiance . Very time consuming. Subject to rater error and biases . Can be stressful for all biases . Horn and Halo effect .

35. Sops for performance appraisal Introduction: standard operation procedure for performance appraisal feedback to employees.sop is a collection of stepwise guidelines or direction gathered by an organisation to enable its employees and staff to enables and staff to perform the assigned routine activities .

36. Purposes The purpose of this standard operating procedure is to provide clear and consistent guidlines for (task or process to be addresed )this sop aim to ensure that all employees follow a standardized approach thereby maintaning quality efficiency and safety while reducing the risk of error and inconsostencies .

37. Scope This scope applies to all employees who are responsible for performing routine maintenance of office equipment within xyz company the. The sop covers the following aspects of office equipment maintanence: Preventive maintenance Reactive maintenance Reporting and documentation

38. Procedure Step1 log into digital maintenance platform and identify the equipment requiring maintenance. Step2 perform a digital diagnostic using the software provided , following the maintenance checklist. Step 3 report any issue using the digital reporting system and complte the digital maintenance log .

39. Benefits of performance appraisal sop template Ensure consistency and fairness in evaluating emoyee performance. Provide a clear structure and guidelines for aonducting performance appraisal. Supports data –driven decision making and performance improvement initiatives. Facilitates constructive feedback and coaching conversation. Promote tranparency and accountability within the organisation.

40. Main elements of performance appraisal sop template Custom statuses: creates task with custom statuses to track the progress of each appraisal step ,such as pending review ,in progress and completed . Custom fields : add custom fields to capture important information,such as employees name , department performance goals ,and ratings.

41. Custom view : utilize different view such as list table or calender to organize and mange your performance appraisal task effectively. Project management: enhances your performance appraisal process with feature like automations dashboard,and integration to streamline communication,track progress and genaerate reports .

42. How to use sop for performance appraisal Familarize yourself with the template Take some time To review the performance appraisal sop template in clickup . familarize yourself with the structure and content of the template ,including the section for employee information performance criteria reacting scales and comments.

43. Gather relevant information:before conducting the performance appraisal,gather all the necessary information about the employee performance. Evaluate performance against criteria Assess their skills comoltencies acievement and any areas for improvement.

44. Provide constructive feedback once you have evaluated the employees Performances it’s time to provide them with constructive feedback. Set goals and create a development plan Use the performance appraisal sop template to outline the goals action steps andtimelines .