PERFORMANCE APPRAISAL

PRESENTED BY:
M.RATNA BABU
DEFINITION
ACCORDING TO EDWIN B FLIPPO:
PERFORMANCE APPRAISAL IS A
SYSTEMATIC PERIODIC AND SO FAR AS
HUMANLY POSSIBLE,AN IMPARTIAL
RATING OF AN EMPLOYEE EXCELLENCE
IN MATTERS PERTAINING TO HIS
PRESENT JOB AND TO HIS
POTENTIALITIES FOR A BETTER JOB.
OBJECTIVES OF APPRAISAL

1. TO DETERMINE THE EFFECTIVENESS OF

EMPLOYEES.

2. TO IDENTIFY THE SHORTCOMING OF EMPLOYEES.

3. TO FIND OUT THEIR POTENTIAL.

 PURPOSE

HELPS TO TAKE DECISION.

PROVIDE FACILITIES FOR GOOD PERFORMANCE.

MINIMIZES THE COMMUNICATION GAP.

 CONCEPT OF PERFORMANCE
APPRAISAL
APPRAISAL SHOULD BE IN WRITING AND CARRIED AT LEAST ONCE
IN YEAR.

PA INFORMATION SHOULD BE SHARED WITH EMPLOYEE.

OPPURTUNITY TO RESPOND IN WRITING TO THE APPRAISAL.

 PRINCIPLES OF PERFORMANCE
APPRAISAL
1. SINGLE EMPLOYEE IS RATED BY TWO RATERS.

2. THE RATING SHOULD BE DONE BY AN IMMEDIATE SUPERIOR.

3. SEPARATE DEPARTMENT MAY BE CREATED FOR EFFECTIVE PERFORMANCE

APPRAISAL.
ADVANTAGES
PERFORMANCE IMPROVEMENT.

DEVELOPMENT OF EMPLOYEES.

CAREER PLANNING.

PROMOTIONS.
 METHODS
RANKING METHOD.
Ranking is one of the simplest methods of performance appraisal.

Employees are ranked from the best to the worst according to their
performance level.

THE COMPANIES MAY TAKE ANY ACTION FROM PROMOTION TO TERMINATION

Paired
comparison

THE PAIRS OF EMPLOYEES OF SAME JOB POST OR LEVEL ARE

FORMED.

EVALUATED ON THE BASIS OF PERFOMANCE OF EACH OTHER.

THE EMPLOYEES WHO SUCCEEDS TO GET THE MOST TICK IS

CONSIDERED TO BE THE BEST WHILE THE EMPLOYEE GETTING
LEAST TICKS IS COMPARATIVELY CONSIDERED POOR.
ESSAY METHODS

THE ESSAY DISCRIBES IN DETAILS ABOUT THE STRENGTHS

WEAKNESSES,POTENTIAL

ESSAY METHOD HELP IN COLLECTING A LOT OF

INFORMATION ABOUT THE EMPLOYEES

THIS METHOD IS TEDIOUS AND DIFFICULT TO MANAGE

AS IT DEMANDS MORE DISCRIPTIONS THEN OTHER
METHODS OF APPRAISAL
RATING METHOD

RATING IS A COMMONLY USED

TRADITIONAL METHOD OF
PERFORMANCE APPRAISAL.

RATING FROM 1 TO 10 ON
PERFORMANCE.

RATING FROM
SUPERIORS,COLLEAGUES AND
CUSTOMERS
GRAPHIC RATING SCALE METHOD
GRAPHIC RATING SCALE IS ONE OF THE OLDEST AND
COMMONLY USED METHOD OF PERFORMANCE
APPRAISAL.

EVALUATED ON THE BASIS OF VARIOUS JOB

PERFORMANCE CRITERIONS.

IT DOES NOT REQUIRE ANY WRITING SKILLS

 CHECKLIST METHOD IS ANOTHER OF THE EASIEST
METHOD OF APPRAISAL EMPLOYEE’S PERFORMANCE.

 A CHECKLIST IS PREPARED BY HR MANAGER.

 INCLUDE LIST OF QUESTIONS.

 THIS METHODS IS HELPFUL IN EVALUATING DEGREE

OF INFORMITY

CHECKLIST METHOD

360 DEGREE
 360-DEGREE APPRAISAL IS A MODERN APPRAISAL
TECHNIQUE TO EVALUATE EMPLOYEE
PERFORMANCE WHICH WAS DEVELOPED IN
THE EARLY 90’S IN U.S.A.

 APPRAISED BY THE FACTORS THAT ARE

PRESENT AROUND THE WORK PLACE

 360 DEGREE METHODS IS CONSIDERED TO BE

THE MOST EFFECTIVE WAY OF APPRAISING
EMPLOYEE’S PERFORMANCE .
THANK YOU
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