PERFORMACE

APPRAISAL AND
EVALUATION
MUQADDAS GHAFOOR
MAHNOOR
 INTRODUCTION
DEFINITION OF P E R FOR MA NC E A P P R A I S A L A N D EVALUATION:
A systematic process of evaluating employee performance and
providing feedback Importance of performance appraisal and
evaluation in organizations helps improve employee
performance, i d e n t i f y training needs, and make personnel
decisions
 OBJECTIVE OF P E R F O R M A N C E
APPRAISAL AND
CLARIFY PE R F O R M A N EVALUATION
C E EXPECTATIONS:
set clear goals and e x p e cta t i o ns for employees
IDENTIFY EMPLOYEE STRENGTHS A N D AREAS FOR IMPROVEMENT:
p r o v i d e f e e d b ac k o n ar e as w h e r e e mp l o y e e s e x c e l an d w h e r e t h e y n e e d
to improve
PROVIDE FEEDBACK A N D C O A C H I N G :
c o mmu n i c at e w i t h e mp l o y e e s ab o u t t h e i r p e r f o r man c e an d h o w t o
improve
Make personnel decisions:
U se p e r f o r man c e ap p r ai sal d at a t o mak e d e c i si o n s ab o u t p r o mo t i o n s,
terminations, and other personnel matters
BENEFITS OF EFFECTIVE P E R F O R M A N C E
A P P R A I S A L A N D EVALUATION

Improved employee performance:

Helps employees understand what is expected of them and
how to improve their performance
Increased organizational productivity:
Helps organizations identify areas for improvement and
focus on what matters most
Enhanced employee engagement and job satisfaction:
Employees who receive feedback and coaching are more
engaged and satisfied with their jobs
 PERFORMANCE APPRAISAL
METHODS
Graphic Rating Scales: Use a scale to rate employees on various
performance criteria
Behaviorally Anchored Rating Scales ( BARS): Use specific examples of
behaviors to rate employees
Critical Incidents: F o c us o n sp e c i f i c i nc i d e nt s t hat i l l ust r at e an e mp l o y ee '
s performance
Management By Objectives ( MBO): Set specific goals and objectives for
employees to achieve
360 - Degree Feedback:Gather feedback from multiple sources ( e. g.,
managers,
peers, subordinates)
 C O M M O N PERFORMANCE A P PRA IS AL
CHALLENGES

Lack of clarity in performance criteria:

W h e n employees don' t know what is expected of them, i t '
s d i f f i c u l t to evaluate their performance
Subjective evaluations:
Evaluations can be influenced by personal biases and
subjective opinions
Potential for bias and discrimination:
Evaluations can be influenced by factors l ike race,
gender, and age
 overcoming performance
Appraisal challenges
1 PROVIDING CLEAR PERFORMANCE CRITERIA
communicate clear expectations to
employees
TRAINING M A N A G E R S O N H O W TO EVALUATE
2 PERFORMANCE OBJECTIVELY:
Help managers understand the
importance of objective evaluations
and how to avoid biases
3 ENCO U RA GIN G SELF- EV A LU A TIO N
BY EMPLOYEES
Encourage employees to reflect on
their own performance and i d e nti f y
areas for improvement
 ROLE OF LEADERSHIP IN
STAFF EVALUATION

Importance of effective leadership in the performance appraisal

process:
leaders set the tone for the evaluation process and can influence the
quality of evaluations
Strategies for promoting a fair and transparent evaluation process:
communicate clearly with employees, provide training to managers, and
use objective criteria
Fostering a culture of continuous feedback and improvement:
E ncourage ongoing feedback and communication between employees
and their managers
 COMMON ERRORS IN
PERFORMANCE A PPRA ISA
L
Leniency/ S trictness B ias:
when evaluators rate employees too high or too low across the
board
Recency Bias:
when evaluators rely too heavily on recent events and don't take
into account the employee's performance over t ime
H alo/ H orn Effect:
when evaluators let one positive or negative trait influence their
overall evaluation of the employee
Central Tendency Bias: when evaluators rate most employees as
average or in the middle of the scale
 STRATEGIES TO REDUCE ERRORS
IN PERFORMANCE APPRAISAL
Training managers on how to evaluate performance objectively:
Help managers understand the common errors and how to avoid them
U S I NG MULTIPLE SOURCES OF DATA:
GATHER F E E D B A C K F R O M MULTIPLE S O U R C E S ( E. G., MANAG ERS,
PEERS, S U B O R D I N A T E S ) TO GET A M O R E C O M P L E T E PICTURE OF
EMPLOYEE
PERFORMANCE
REGULAR CALIBRATION SESSIONS:
B RING TOGETHER E V A L U A T O R S TO C O M P A R E E V A L U A T I O N S A N D E N S U R E
CONSISTENCY AND FAIRNESS
U S I N G TECHNOLOGY TO AUTOMATE THE PROCESS:
US I N G S O F T W A R E TO COLLECT A N D ANALYZE P E R F O R M A N C E DAT A C A N HELP
R E D U C E ERRORS A N D BIASES
 LEGAL AND ETHICAL ISSUES IN
PERFORMANCE APPRAISAL
DISCRIMINATION:
E V A L U A T I O N S C A N BE I N F L U E N C E D BY F A C T OR S LIKE RACE, GENDER, A N D AGE,
L E A D I N G TO D I S C R I M I N A T I O N
P RI VA C Y :
E M P L O Y E E P E R F O R M A N C E DATA M U S T BE KEPT C O N F I D E N T I A L A N D N OT S H A R E D
WI TH U N A U T H O R I Z E D I N D I V I D U A L S
FA I R LA B O R S TA N D A RD S A C T ( FLS A ):
SETS M I N I M U M W A G E A N D O V E R T I M E PAY RE QU I R E ME N TS , A N D R E Q U I R E S THAT
E M P L O Y E E S BE P A I D FOR ALL H O U R S W O R K E D
A M ERI C A N S W I TH D I S A B I LI TI ES A C T ( A D A ):
P R O H I B I T S D I S C R I M I N A T I O N AGA IN ST I N D I V I D U A L S W I T H DISABILITIES, A N D
R E QU I R E S THAT E M P L O Y E R S P R O V I D E R E A S O N A B L E A C C O M M O D A T I O N S
 FUTURE TRENDS IN
STAFF APPRAISAL
1 INCREASED USE OF TECHNOLOGY:
A utomation and artificial intelligence
( A I) will play a larger role in
performance
appraisal
2 SHIFT TOWARD CONTINUOUS
FEEDBACK:
More frequent feedback and
communication between employees and
their managers
3 FOCUS ON DEVELOPMENT AND GROWTH:
Performance appraisal will be used more for
coaching and development, rather than
just evaluation
 Best Practices for
Effective P e r f o r m a n c e
A p p r a i s a l a n d Evaluation
Establish clear performance criteria and communicate expectations to
employees
Train managers on how to evaluate performance objectively and avoid
biases
Encourage ongoing feedback and communication between employees and
their managers
Use multiple sources of data to get a more complete picture of
employee performance
Ensure confidentiality and comply with legal and ethical standards
 CONCLUSION
Performance appraisal and evaluation is an important process
for improving employee performance and organizational
productivity
While there are challenges and potential errors, there are also
strategies to overcome them
The future of performance appraisal will likely involve
increased
use of technology, continuous feedback, and a focus on
development and well-being
THANK
S