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Premium member Presentation Transcript Chapter: Chapter PERFORMANCE AND POTENTIAL APPRAISAL EXCEL BOOKS 15-1 15 Dennis naha 09 Khoob singh lodha 18PowerPoint Presentation: ANNOTATED OUTLINE 15-2 INTRODUCTION Performance appraisal is a systematic and objective way of evaluating both work related behaviour and potential of employees. Performance And Potential AppraisalPowerPoint Presentation: 15-3 Features of performance appraisal It is a systematic process, essentially involving three steps: set work standards, assess employee's performance relative to these standards, and offer feedback to the employee so that he or she can eliminate deficiencies and improve performance The appraisal is carried out periodically according to a definite plan It is not a past oriented activity. The intention is not to put poor performers in a spot. Instead, it shows employees where things have gone wrong, how to set things in order and deliver superior performance using their potential fully The focus of appraisals is on employee growth and development. It forces managers to be coaches rather than judges. Performance And Potential AppraisalPowerPoint Presentation: 15-4 Objectives The performance appraisal process serves several important purposes Performance And Potential Appraisal Compensation decisions Promotion decisions Training and development programmes Feedback to the employee Personal growth and developmentPowerPoint Presentation: 15-5 Benefits of performance appraisal Benefits Performance And Potential Appraisal Employer perspective [Administrative uses] Despite imperfect measurement techniques, individual differences in performance can make a difference to company performance. Documentation of performance appraisal and feedback may be required for legal defence. Appraisal offers a rational basis for constructing a bonus or merit system. Appraisal dimensions and standards can help to implement strategic goals and clarify performance expectations. Employee perspective [developmental purposes] Individual feedback helps people to rectify their mistakes and get ahead, focusing more on their unique strengths. Assessment and reorganisation of performance levels can motivate employees to improve their performance.PowerPoint Presentation: 15-6 What is to be appraised? The content to be appraised is determined on the basis of job analysis. Usually it comprises of: Performance And Potential Appraisal Behaviours, including observable physical actions, movements Objectives which measure job related results Traits which are measured in terms of personal characteristics Who will appraise? Supervisors Peers Subordinates Users of services consultants Self appraisalPowerPoint Presentation: 15-7 When to appraise? Conducted informally Carried out systematically at regular intervals, sticking to a definite plan Performance And Potential Appraisal. : 15-8 Steps in the performance appraisal process Performance And Potential Appraisal The Performance Appraisal Process Establish performance standards These are benchmarks against which performance is measured. They should relate to the desired results of each job They must be clear to both the appraiser and the appraisee. Good performance goals should speak about What is the task to be accomplished? What will it look like when it is accomplished? When must it be completed? What are the cost considerations? What are the likely payoffs to the employee? . .PowerPoint Presentation: 15-9 Performance And Potential Appraisal Communicate the standards The Appraiser should prepare job descriptions clearly Help the appraisee set own goals and targets Analyse results objectively Offer coaching and guidance The Appraisee should be clear about what he is doing and why he is doing The Performance Appraisal ProcessPowerPoint Presentation: 15-10 Performance And Potential Appraisal Measure actual performance Use reliable and dependable performance measures These must be easy to use and report on critical behaviours that determine performance These would generally include: personal observation, statistical reports, oral reports and written reports These may be objective or subjective Objective measures are generally quantitative, and include quality of production, degree of training needed, accidents in a given period, absenteeism, length of service etc. Such measures are used for evaluating lower level jobs Subjective measures are based on opinions of those doing evaluation and are not verifiable by others; generally used for evaluating middle level positions. The Performance Appraisal ProcessPowerPoint Presentation: 15-11 Performance And Potential Appraisal Compare actual performance with standards and discuss the appraisal Not an easy job Emotional factors to be taken into account Affects the self esteem of the appraisee Criteria likely to be questioned, if the appraisal turns out to be negative Take corrective action, if necessary Put out the fires Set things in order Arrive at new goals for achieving superior performance. The Performance Appraisal Process. : . . Thank you You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.