Professional Documents
Culture Documents
Study On Performance System
Study On Performance System
ON
PERFORMANCE APPRISAL SYSTEM
PBS KUMAR
What is Performance Appraisal
PBS KUMAR
WHY conduct a Performance
Appraisal
• Provide information about the performance ranks.
Decision regarding salary revision, confirmation,
promotion and demotions.
• The Appraisee
• The Appraiser
• HR Department
PBS KUMAR
Content of Performance Management
• Regularity of the • Judgmental Skills.
Attendance.
• Area of improvement.
• Ability to work
individually or in group.
• Past Achievement.
• Leadership skills.
• Honesty and sincerity.
• Initiative, Technical skills.
• Ability to grasp new things. • Innovativeness
• Area of interest.
• Cost & Time consciousness
• Attitude.
• Communication
• Job Knowledge.
PBS KUMAR
Traditional Methods of
Performance Appraisal.
• Graphic Rating Scales: This is the oldest and
most widely method used for performance
appraisal. The scales may specify five points, so
a factor such as job knowledge might be rated 1
(poorly informed about work duties) to 5 (has
complete mastery of all phases of the job).
PBS KUMAR
Table: Typical Graphic Rating Scale
Employee Name................... Job title .................
Department ......................... Rate ...............
Data ..................................
Quantity of work: Volume of work Unsatisfactory Fair Satisfacto Good Out
under normal working (1) (2) ry (4) Standi
conditions (3) ng
(5)
Quality of work: Neatness,
thoroughness and accuracy of
work Knowledge of job
PBS KUMAR
Ranking Method
• This is one of the oldest and simplest
techniques of performance appraisal. In
this method, the appraiser ranks the
employees from the best to the poorest on
the basis of their overall performance. It is
quite useful for a comparative evaluation.
PBS KUMAR
Performance Points Behavior
Above average 5 Can expect to keep in touch with the customers throughout
the year.
Below average 3 Can expect to unload the trucks when asked by the
supervisor.
Extremely poor 1 Can expect to take extended coffee breaks and roam
around purposelessly.
PBS KUMAR
Paired Comparison Method
• A better technique of comparison than the
straight ranking method, this method compares
each employee with all others in the group, one
at a time. After all the comparisons on the basis
of the overall comparisons, the employees are
given the final rankings.
PBS KUMAR
Forced distribution method
• Forced ranking is a method of
performance appraisal to rank
employee but in order of forced
distribution.
PBS KUMAR
Checklist Method
• Another simple type
of individual
evaluation method is
the checklist.
PBS KUMAR
Critical Incidence Method
PBS KUMAR
Confidential Report
It is mostly used in government organizations. It
is a descriptive report prepared, generally at the
end of every year, by the employee’s immediate
superior. The report highlights the strengths and
weaknesses of the subordinate.
PBS KUMAR
Modern Methods
PBS KUMAR
MBO
A process whereby the superior and
subordinates of the organization jointly
identify its common objectives, define
each individual’s major areas of
responsibility.
1. Establishment of Goals
2. Setting the performance standard
3. Actual level of job attainment is
compared with the goals agreed upon.
4. Establishing new goals and new
strategies for goals not previously
attained.
PBS KUMAR
PSYCHOLOGICAL APPRAISALS:
PBS KUMAR
Assessment Centre
• This not a technique of performance appraisal
by itself. In fact, this is a system or organization
where assessment of several individual is done
by experts by using various techniques. These
techniques used role playing, case studies etc.
PBS KUMAR
360 DEGREE
FEEDBACK
PBS KUMAR
What is 360 DF?
360 Degree Feedback is a multi - rater
feedback system where an individual is
assessed by a number of assessors including
his boss, direct reports, colleagues, internal
customers and external customers
PBS KUMAR
What is 360 DF?
Feedback Using a specially Anonymously
collected from designed tool
“Boss”
Internal
Customers
Peers Self
External Team
Customers Members
PBS KUMAR
Common Problems Associated with Conducting
the Appraisal
1. Halo/horn effect – employee’s
extreme competence in one
area “shines” over all others.
Conversely, employee does
poorly in one area and this
overshadows all areas.
2. Bias – own prejudices {race,
national origin, gender,
appearance, etc.} influence the
appraisal
3. Comparison Rating –
contrasting one employee with
another PBS KUMAR
Common Problems Associated with Conducting the
Appraisal
3. Central Tendency – rate everyone as average
4. Recency Effect – focusing on recent
performance instead of entire year
5. Personal Prejudice – If the rater dislikes one
group or employees, he may rate them at the
lower end.
6. Favoritism – evaluating friends or those who
don’t make waves, etc. more favorably than
others
PBS KUMAR
PBS KUMAR