PERFORMANCE APPRAISAL
MEANING
Performance Appraisal is a method of evaluating the behavior of employees in the work spot , including both quantitative & qualitative aspects of job performance. Performance refers to the degree of accomplishment of the tasks that make an individuals job. It is how well an individual is fulfilling the job demands.
Performance appraisal is a process of judging the value , excellent qualities or status of a person. It is a process of collecting , analyzing and evaluating data relative to job behavior and results of individual.
DEFINITIONS
Performance Appraisal is an objective assessment of an individuals performance against well defined benchmarks. Performance Appraisal is the systematic evaluation of the individual with respect to his or her Performance on the job and his or her potential for development. Performance Appraisal is the systematic evaluation of present & potential capabilities of personnel and employees by the superiors, superiors superior or a professional from outside.
DEFINITIONS
Performance appraisal is a process of evaluating work performance of the personnel so as facilitate individual and organizational effectiveness. "Performance appraisal is the process of assessing quantitative and qualitative aspects of an employee's job performance."
Six criterion on which the value of Performance Appraisal is assessedQuality Quantity Timeliness Cost-Effectiveness Need for Supervision Interpersonal Impact
The other terms used for Performance Appraisal arePerformance Rating Employee Assessment Employee Performance Review Personnel Appraisal Performance Evaluation Employee Evaluation and Merit Rating
individuals employed in an organization. Such information is useful for any purpose like administration, placement, financial rewards, and determination of grades, incentives, or compensation Performance Appraisal is the assessment of an individual's performance in a systematic way, the performance being measured against factors such as:-
JOB KNOWLEDGE
LEADERSHIP Copyright (c) 2005 Prentice Hall ABILITIES
INITIATIVE
LEADERSHIP
Job Analysis
Performance Standards
Performance Appraisal
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Prentice Hall
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APPRAISAL PROCESS
Establish Performance Standard
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High
POTENTIAL
stars
Solid citizens
Low Low
PERFORMANCE
High
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There is a divergence of opinion among raters as what is meant by standards such as (unsatisfactory, good)
There may be divergent perceptions and accordingly different standard of judgment among raters.
The raters may be susceptive to excessive lienency/ strictness error/central tendency/halo error
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Absolute Standards
Relative Standards
Objectives
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Absolute Standards
Essay Appraisal
Critical Incident Appraisal Checklist Graphic Rating Scale Behaviorally Anchored Rating System (BARS)
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ESSAY APPRAISAL
Rater write a narrative describing an employees strength, weakness, past performance, potential and suggestion for improvement.
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CHECKLIST
Evaluator uses a list of behavioral description and checks off these behaviors that apply to the employee. In this method Rater (Manager) & Scorer (Staff Personnel Dept.) are different Reduces biasness If job categories are more, than this method is insufficient.
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BARS
Individuals/Participants
Anchors
Evaluatio n
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Relative Standards
Group Order Ranking
Individual Ranking
Paired Comparison
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RELATIVE STANDARDS
Individuals are compared against other individuals.
Group Order Ranking: Evaluators are asked to rank the participants in the top 5 % , the next 5 %, the next 15 % and so forth.
Individual Ranking: Evaluator list the employees in an order from highest to lowest.
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PAIRED COMPARISON
The paired comparison method is calculated by taking the total of [n(n-1)]/2 comparisons. A score is obtained for each employee by simply counting the number of pairs in which the individual is the preferred member. It ranks each individual in relationship to all others on a one-on one basis. If ten people are being evaluated, the first person is compared, one by one , with each of the other nine pairs is tabulated. Each of the remaining nine persons, in turn, is compared in the same way, and a ranking is evolved by the greatest number of preferred victories. This method ensures that each employee is compared against every other, but the method can become unwieldy when large numbers of employees are being compared.
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MBO
The principle behind Management by Objectives (MBO) is to make sure that everybody within the organization has a clear understanding of the aims, or objectives, of that organization, as well as awareness of their own roles and responsibilities in achieving those aims.
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STEPS OF MBO
MBO consists of four steps: Goal Setting, Action Planning, Self-Control and Periodic Reviews 1. Goal Setting : Organizations overall objectives are used as guidelines from which departmental and individual objectives are set.
2. Action Planning: The means are determined for achieving the ends establishing in goal setting.(The realistic plans are developed.)
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STEPS OF MBO
3.Self-Control: It refers to systematic monitoring and measuring performance.(Individual review their own performance)
4.Periodic Review: Corrective actions are initiated when behavior deviates from the standards established in the goal setting phase.
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MBO OFFERS
Subordinates are motivated Better relationship between managers and subordinates Focuses in the results and not on means Minimize unnecessary formalities and procedures. Focuses on KRA helps to analyze the role of the managers and the subordinates
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ADVANTAGES OF MBO
Promote objectivity : Provides a way for measuring objectively the performance of subordinates Improved superior-subordinate relationship Stimulate Self-Motivation /Self-Discipline/Self-Control Adds in overall Effective Planning Fosters increased competence , personal growth and opportunity for career growth.
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LIMITATIONS
MBO is unlikely to effective in an environment where management has little trust in its employees (Autocratically decisions are preferred) The amount Time needed to implement, maintain an MBO process cause problems.
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360 APPRAISAL
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360 APPRAISAL
Which is the most effective appraisal method ? If performance appraisal is conducted properly and clearly explained to all the employees it becomes effective 360 degree appraisal involve the appraise receiving feedback from various people Respondents can be the up-line managers/executives, subordinate staff, team members, other staff, customers, suppliers anyone
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360 APPRAISAL
Appraisals help develop individuals, improve organizational performance, and feed into business planning. When designing or planning and conducting appraisals, the objective should be to help the 'whole-person' to grow 360 degree appraisals are a powerful developmental method.
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LENIENCY ERROR
WHEN THE EVALUATORS ARE POSITIVELY LENIENT IN THEIR APPRAISAL, AN INDIVIDUALS PERFORMANCE BECOME OVER STATED.
NEGATIVE LENIENCY ERROR UNDER STATE PERFORMANCE, GIVING THE INDIVIDUAL A LOWER APPRAISAL .
HALO ERROR
THE HALO EFFECT OR ERROR IS A TENDENCY TO RATE HIGH OR LOW ON ALL FACTORS DUE TO IMPRESSION OF HIGH OR LOW RATING ON SOME SPECIFIC FACTOR
SIMILARITY ERROR
WHEN THE EVALUATORS RATE OTHER PEOPLE IN THE SAME WAY THAT THE EVALUATORS PERCEIVE THEMSELVES, THEY ARE MAKING A SIMILARITY ERROR. BASED ON THE PERCEPTION THAT EVALUATOR HAVE THEMSELVES.
CENTRAL TENDENCY
CENTRAL TENDENCY IS THE RELUCTANCE TO MAKE EXTREME RATING (IN EITHER DIRECTION) THE IN ABILITY TO DISTINGUISH BETWEEN AND AMONG RATES; A FORM OF RANGE RESTRICTION.
CAREER PLANNING
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CAREER PLANNING
Career planning is the process by which one selects career goals and the path to these goals. Career management is the process of designing & implementing goals, plans & strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals.
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FOR ORGANIZATIONS
Efficient career planning & development ensures the availability of human resources with required skill, knowledge & talent. The efficient policies & practices improve the organization's ability to attract & retain highly skilled & talent employees. Protecting employees interest results in promoting organizational goodwill.
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CAREER STAGES
Exploration Establishment Mid-Career Late Career
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CAREER STAGES
Exploration:- Exploration is a career stage that usually ends in ones mid twenties as one makes the transition from college to work. This stage has the least relevance from the organizational point of view as it happens prior to employment. Establishment:- It is a career stage in which one begins to search for work. It includes getting ones first job. Search for a right job is a difficult task. The problems of this stage include making mistakes, learning from those mistakes & assuming increased responsibilities.
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CAREER STAGES
Mid-career stage:- This stage is marked by a continuous improvement in performance, leveling off in performance or the start of deterioration in performance.
Late career:- A career stage in which one is no longer learning about his or her job. He is also not expected to trying to do out his/her levels of performance from previous years. This stage is usually a pleasant stage.
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PERFORMANCE COUNSELLING
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COUNSELLING
Counseling is discussion of a problem that usually has emotional content with an employee in order to help the employee cope with it better. It seeks to improve employees mental health.
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CHARACTERISTICS
Counseling is an exchange of ideas and feelings between two people. It tries to improve organizational performance by helping the employees to cope with the problems. It involves both job and personal problems.
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FUNCTIONS OF COUNSELLING
Advice: One of important functions is to offer advice to the counselee by understanding the problem of the counselee and suggesting a course of action.
Communication: Counseling will improve both upward and downward communication abilities of the counselee.
Release of Emotional Tension: People feel emotional release from their frustration after counseling.
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TYPES OF COUNSELLING
Directive Counseling: It is full counseling. It is the process of listening to an employees problem, deciding with employee what should be done and telling and motivating the employee to do it. For e.g. advice, reassurance. Non Directive Counseling: It is the process of skillfully listening and encouraging a counselee to explain troublesome problems, understand them and determine appropriate solutions. Participative Counseling: Participative is a counselorcounselee relationship that establishes a cooperative exchange of ideas to help solve an employees problems. They both mutually apply their different knowledge, perceptions, and skills to problems and find solutions.
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CASE STUDY
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CASE STUDY
How can frank now reward quality? What has happened to production numbers? Another employee agreed and stated: This quality game is okay for some, but what about overall production? It seems to me that if I will only be rewarded for quality, then I should produce a few items but make them perfect. After hearing such criticism, Frank was quite upset. He was not trying to cause chaos in his evaluations, nor was he attempting to hurt anyone. Unfortunately, what was originally intended to be an evaluation system had just become a nuisance.
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Describe a performance evaluation system that you could recommend to Frank for evaluating a worker on the production line?
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Legally defensible Appraisal procedure- All personnel decisions should be based on a formal standardized Performance Appraisal system.
Legally defensible Appraisal content- Any Performance Appraisal content should be based on job analysis and Appraisals based on traits should be avoided.
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Legally defensible documentation of Appraisal results- A thoroughly written record of evidence leading to termination decisions should be maintained.
Legally defensible raters- The raters should be trained how to use an Appraisal system.
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THE END
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