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Human Resource Development: Performance Appraisal
Human Resource Development: Performance Appraisal
Performance appraisal
Meaning
Method of evaluating the performance of employees in the work spot Performance rating, employee rating , employee performance review, personnel appraisal, performance evaluation, employee evaluation Job analysis set out requirements, which are translated into performance standards which in turn forms the basis of performance appraisal
When to appraise
Whenever the supervisor, superiors, managers, management feel it necessary Systematic appraisals
Methods
1.Graphic rating scale It is also called as linear rating scale or simple rating scale Compares individual performance to an absolute standards Judgments are recorded on scale Appraisers are supplied with printed forms It contains characters to be rated and scales average would be taken to find overall performance Points are assigned KPMG, DuPont, Unilever
2.Ranking Method
Employees are ranked from best to worst Lists the category of jobs Rater finds the employees with highest performance first Then finds the employees with lowest performance Then assigns the rank from the highest to the lowest Most easiest and inexpensive
Methods
3.Essay or free form appraisal Job knowledge, employees understanding of the company's policies, programmers, the employees relation with co-workers 4.Group appraisal-employee is appraised by group of appraisers 5.Confidential report-Govt. organizations Descriptive report-superior-not disclosed 6.Critical Incident method- list of statements effective and ineffective behavior of an employee-taken into consideration at the end
Methods
7.Checklists and weighted checklists Is the employee really interested in the task assigned to him Yes/No 8.BARS It is a combination of Rating Scale and critical incident -collect critical incidents -Identify performance dimensions -Reclassification of incidents -Assigning scale values to the incidents -Producing final instruments 9.Assessment centers-First introduced by German army in 1930. Assessed by experts, and the techniques include role play, case studies 10. Field review method-
Techniques /Methods
11.Paired Comparison method Here the appraiser ranks the employees by comparing one employee with all the other employees in a group. N(N-1)/2 12.Human Resource Accounting HRA deals with cost and contribution of Human Resource to the organization. Employee performance can be measured in terms of employee contribution to the organization Performance + Contribution> Cost Performance - Contribution< Cost
Methods Or techniques
13.Psychological Appraisal Conducted to assess the employees potential It consists of Psychological tests, In-depth interviews, Conducted in the areas of- employees intellectual ability ,emotional stability, reasoning skills, interpretation and judgement, ability to foresee the future
Methods /techniques
14.Management by objectives Superiors and subordinates will - Jointly identify its common goals - Define individuals major areas of responsibility - Measure the performance - Update and alter goals as required participatively set goals that are verifiable and measurable It emphasizes on what must be accomplished rather than how it must be accomplished
Career Development
Career- is a sequence of position held by a person during the course of a lifetime Career planning- The process by which one selects career goals and the path to those goals Career Development-The personnel actions one undertakes to achieve the career plan. Career management-It is a continuing process of setting career goals, formulating and implementing strategies for reaching the goals and monitoring the results
Career Stages
Exploration(Initial stage of getting into work) Establishment(acceptance) Mid career(continues to show improvements) Late Career(Stage of relaxation,command respect,judgement has a value) Decline(Stage of retiring)
Career development
Individual Performance Exposure Networking Loyalty to career Mentors (Older employees offering career options) Sponsors(creating developmental opportunities) Key Subordinates Organisational Self assessment tools Individual counselling Employee assessment programmes(Assessment centres,psychological tests ,Promotability forecasts) Employee developmental programmes(Seminars ,workshops,conferences)