1. Performance Appraisal System
Dr. Hari Datt Pandey

2. 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

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

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

5. 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

6. 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

7. 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

8. Appraisal Benefits Offers employees Direction Feedback Input
Motivation

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

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

11. Usage
What to evaluate?
Indicators
Performance review
Trustworthiness etc.

12. Queries?

13. Thank you.