Performance Appraisal

Performance Appraisal
Performance appraisal is the process by which
organizations evaluate employee job performance.
 Uses of Performance Appraisals

• Performance Improvement.
• Compensation Adjustments.
• Placement decisions.
• Training and development needs.
• Career planning and development.
• Deficiencies in staffing process.
• External challenges.
 Performance Standards
Performance Standards. The benchmark against
which performance is measured.

Performance Measures
Performance Measures. The ratings used to evaluate
employee performance
 Past-Oriented Appraisal
techniques

• Essay appraisal method

• Straight ranking method
• Critical incident method
• Field review
• Check list
• graphic rating scales method
Modern - 360 Degree Performance
Appraisal
360 Degree Performance. Combination of self, peer,
supervisor, and subordinate performance evaluation
Management By Objectives (MBO)
 Evaluation Interviews
Evaluation Interviews. Performance review sessions
that give employees feedback about their past
performance or future potential
 ASSESSMENT CENTRES -

An assessment centre typically
involves the use of methods like
social/informal events, tests and
exercises, assignments being
given to a group of employees to
assess their competencies to take
higher responsibilities in the
future .
Case study-
Infosys Leadership Institute

The Infosys Leadership Institute (ILI)

was set up in 2001 to nurture future
leaders in the company and to
effectively manage the exceptional
growth that the company was
experiencing. At the Institute, the
executives were groomed to handle the
changes in the external and internal
environment...
 The Culture

Infosys tried to preserve the attributes

of a small company and worked in small
groups, with decision-making remaining
with those who were knowledgeable
about particular processes. The
managers played the role of mentors
and used their experience to guide their
team members...
 The Challenges

With the IT industry growing at a rapid

pace, Infosys planned to recruit around
25,000 people in the financial year
2006-07, in order to maintain its
growth.. To address this issue, Infosys
started recruiting science graduates
with a mathematics background to
create an alternate talent pool.
Performance Appraisal

The first step towards carrying

out performance appraisal at
Infosys was the evaluation of
personal skills for the tasks
assigned to an employee during
the period of appraisal.

Scale of 1 to 5 .
 Guidelines for Effective Performance
Evaluation
• Emphasize positive aspects of employees
performance
• Tell each employee that the evaluation session is to
improve performance, not to discipline
• Conduct the performance review session in private
with minimum interruptions
• Stay calm and do not argue .
• Identify specific actions the employee can take to
improve performance
• Review performance formally at least annually and
more frequently for new employees or those who are
performing poorly
• Make criticisms specific, not general and vague
• Focus criticisms on performance, not on personality
characteristics
Thank you.