Relating to an individual’s job against standards or objectives developed for the individuals’ assignment.

FACTORS FOR JUDGING PERFORMANCE

1. The requirements, duties and responsibilities
and the standards of satisfactory performance
“What must be done?” “How should the job be
undertaken?” “How well should it be
accomplished”
2. The nature of man and the extent of quality of
his performance.
“What has he accomplished?” “What
contribution has he made to achieve unit and
company objectives?”

OBJECTIVES OF PERFORMANCE APPRAISAL

Employees possess talents, character traits and abilities should be taken into account and utilized to best advantage by
management

1. Provide feedback employee performance 5. Improves supervision by making the superior

2. Serve as a basis for personnel action better conscious of his duties in supervising
3. Serve as management’s guide in employee subordinate
counselling 6. Development of the supervisors
4. For the improvement of employee relations 7. As basis of changes
8. To identify training needs and areas of
management development

NEEDS TO EVALUATE PERFORMANCE OF EMPLOYEES

1. How they are performing
2. What is expected of them
3. How will they meet those expectations
4. How can they improve
5. How their superiors gauge their performance

METHODS USED IN APPRAISING PERFORMANCE

- Rank Order Method
- Paired Comparison Method
- Forces Distribution Method
- Graphic Rating Scale
- Preference Checklist Method
- Management by Objectives (MB)