Professional Documents
Culture Documents
Performance Appraisal
Performance Appraisal
First is obviously
Job knowledge – awareness/understanding abt the job i.e the procedure to carry
out the job, technical info, laws, resources etc
It provides a review of past performance why review inorder to judge the gap
between actual and desired performance
here the organization and its various dept sets the performance std for its
employees for ex in a non voice BPO the DE task is very crucial where in typing
speed and accurary play a major role so such org set their std as 40+wpm as
typing speed with 99 to 100% accuracy is must i.e minimum error is expected
while typing
Communicating Standards these std are thus communicated and explained to all
concerned employees through training instructions, departmental meetings etc
so that they understand what exactly is expected
Comparing Actual with Standards the actual performance is compared with std .
This reveals actual deviation in performance which may be positive /negative
Discussing results the performance The appraisal results are discussed with
employees along with the deviations and the reasons behind it is also discussed
and
Ranking method oldest and simplest method, appraiser ranks the employee from
best to poor on basis of overall performance
Paired comparision each empl is all other employee in pairs. The num of times the
employee is judged as better than the other determines his rank
Grading method certain categories of performace are defined in advance and
against there grdes like v. good, avg, poor, very poor are given