Performance Appraisal System

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Presentation transcript:

Performance Appraisal System Dr. Hari Datt Pandey

Characteristics of Performance Appraisal A step by step process Examines the employee strengths, weaknesses and potentials Scientific and objective study An ongoing and continuous process Secures information for making correct decisions on employees Examines the HRs potentiality in the organization in micro, meso and macro levels

Why appraisals are important? Recognise accomplishments Guide progress Improve performance Review performance Set goals Identify problems Discuss career development

Steps in Performance Appraisal Establishing job standards Designing an appraisal programme Appraise performance Performance interview Use appraisal data for appropriate purpose

Needs and Objectives Provide feedback about employees Provide database Diagnose Strengths, weaknesses and potentials of employees Provide coaching, counselling, career planning to subordinates Develop positive relation and reduce grievances Facilitate research in HRM

Content of performance appraisal Regularity of the attendance Ability to work individually or in a group/team Leadership skills Initiative technical skills Ability to grasp new things Area of interest Attitude Job knowledge

Content of performance appraisal Judgment skill Area of improvement Past achievements Honesty and sincerity Innovativeness Cost, quality, quantity and time consciousness Communication Commitment and loyalty ......................

Appraisal Benefits Offers employees Direction Feedback Input Motivation

Offers the organization Documentation Employee development Feedback Legal protection Motivation system Efficiency and effectiveness Offers the customers/clients Timely service with preset standards

Issues Formal/informal Format Nature: Open vs. close Time span: annually/half-yearly/quarterly/monthly/......... Appraisers: supervisors only/360 degree/........ Levels/Tiers ?

Usage What to evaluate? Indicators Performance review Trustworthiness etc.

Queries?

Thank you.