1. PERFORMANCE APPRAISALT

2. PERFORMANCE APPRAISAL
It refers to all the formal procedures used to evaluate the personalities, contributions and potential of group members
PURPOSES OF APPRAISAL It serves as a basis for job change or promotion 2. It guides training and development programmes 3. It provides the rational foundation for the compensation

3. CRITERIA FOR PERFORMANCE APPARAISAL Performance criteria for operatives
Quantity and Quality of output
Work sample tests
Length of service
Amount of training necessary
Ratings by supervisors
No. of accidents
No. of absents

4. CRITERIA FOR PERFORMANCE APPRAISAL Performance criteria for front-line supervisors
Quantity and Quality of output
Labour cost per unit of output
Material cost per unit
Total cost per unit
Absentees rate
Turnover rate
Manshift lost
No. of accidents

5. CRITERIA FOR PERFORMANCE APPRAISAL Performance criteria for middle level managers
Quantity and Quality of output
Work sample tests
Length of service
Amount of training necessary
Ratings by supervisors
No. of accidents
No. of absents
Rational use of overhead facilities
Co-ordination among supervisors
Degree of knowledge among supervisors

6. CRITERIA FOR PERFORMANCE APPRAISAL Performance criteria for top managers
Return on capital
Labour productivity indices
Contribution of socio-cultural values

7. WHO CAN BE THE APPRAISER?
FREQUENCY OF APPRAISALS
WHO CAN BE THE APPRAISER?
Summative – summery of achievements
Formative – events ongoing and daily basis
Immediate manager
High-level managers
Personnel dept. specialists
Employee’s peers
Service users
Employees’ subordinates

8. PERFORMANCE APPRAISAL METHODS
360 DEGREE APPRAISALS
PERFORMANCE APPRAISAL METHODS
People all around on employees do the appraisal
Ranking method
Rating scale method
Checklist method
Forced-choice method
Field review
Critical incident technique
Confidential report
Essay appraisal

9. APPRAISAL OF MANAGEMENT
POST-APPRAISAL INTERVIEW
APPRAISAL OF MANAGEMENT
Tell and sell
Tell and listen
Problem solving interview
Factors affecting managerial performance Environmental constraints Organizational leadership Inter-dependance of sub-systems Orgaisational structure
Management by objectives

10. PERFORMANCE APPRAISAL IN INDIAN INDUSTRIES
ESSENTIAL OF A GOOD APPRAISAL SYSTEM
PERFORMANCE APPRAISAL IN INDIAN INDUSTRIES
Easily understandable system
Support of all
Databased
Indicative of performance
Open and and participative
Guide and counsel