logging in or signing up Performance Appraisal barbynishi Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 770 Category: Education License: Some Rights Reserved Like it (8) Dislike it (0) Added: April 05, 2011 This Presentation is Public Favorites: 4 Presentation Description No description available. Comments Posting comment... By: karthik_22 (1 month(s) ago) nice PPT, great work :) Saving..... Post Reply Close Saving..... Edit Comment Close By: vijisanthi (7 month(s) ago) very nice useful for MBA students Saving..... Post Reply Close Saving..... 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See all Premium member Presentation Transcript Slide 1: Performance AppraisalSlide 2: Objectives About Performance appraisal Meaning Definition Process of Performance Appraisal Modern Methods / Techniques of Performance Appraisal Traditional Index Issues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance AppraisalSlide 3: Definitions According to Newstrom, “It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance’’.Slide 4: Meaning Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees . A “Performance appraisal” is a process of evaluating an employee’s performance of a job in terms of its requirements.Slide 6: Objectives of Performance Appraisal Employee Organization measuring the efficiency maintaining organizational control. concrete and tangible particulars about their work assessment of performance mutual goals of the employees & the organization. growth & development increase harmony & enhance effectiveness Personal development work satisfaction involvement in the organization. According to: Aims at:Slide 7: Setting performance standards Taking corrective standards Discussing results Comparing standards Measuring standards Communicating standards ProcessSlide 8: Paired comparison Graphic Rating scales Forced choice Description method Forced Distribution Method Checks lists Free essay method Critical Incidents Group Appraisal Field Review Method Confidential Report Ranking Assessment Center Appraisal by Results or Management by Objectives Human Asset Accounting Behaviorally Anchored Rating scales Traditional Methods Modern Methods Methods of Performance AppraisalSlide 9: As compared to A B C A + - + B - + - C + - + For the Trait “Quality of work” A - + + B + - + C + + - As compared to A B C For the Trait “Creativity” + + + + + + + + + - - - - - - - - - Person rated Person rated Ranking employees by paired comparison MethodSlide 10: Graphic or Linear Rating Scales Attitude No interest In work: consistent complainer Careless: In-different Instructions Interested in work: Accepts opinions & advice of others Enthusiastic about job & fellow-workers Enthusiastic opinions & advice sought by others Decisiveness Take decisions in consultation with others whose views he values Slow to take decisions Take decisions after careful consideration Takes decisions promptly Take decisions without consultation 0 5 10 15 20 0 5 10 15 20Slide 11: Criteria Rating 1.Regularity on the job Most Least Forced choice method Always regular Inform in advance for delay Never regular Remain absent Neither regular nor irregularSlide 12: No. of employees 10% 20% 40% 20% 10% poor Below average average good Excellent Force distribution curve Forced distribution methodSlide 13: Staff Appraisal Name . . . . . . . Job Title . . . . . . . Department . . . . . . . . . . . . Date of Review . . . . . . . Age . . . . . .. . Years in present job Section I Appraisal Of Performance Note to Appraiser Appraisal must cover the period of the preceding 12 months Consideration to every function & responsibility of the job An objective factual assessment of an employee’s improvement or deterioration Section II Promotability & Potential Promotability Promotion now Within 2 years Within 5 years Unlikely to qualify for promotion Section III Career Development Section IV Notes on Interview with employee Section V Comments on & Endorsement by Reviewing Authority Specimen of Staff Assessment Form [Descriptive Essay Type]Slide 14: Ex: A fire, sudden breakdown, accident Workers Reaction scale A Informed the supervisor immediately 5 B Become anxious on loss of output 4 C Tried to repair the machine 3 D Complained for poor maintenance 2 E Was happy to forced test 1 Critical Incident methodSlide 15: Performance subordinate peers superior customer Dimension Leadership ^ ^ Communication ^ ^ Interpersonal skills ^ ^ Decision making ^ ^ ^ Technical skills ^ ^ ^ Motivation ^ ^ ^ Field review methodSlide 16: Group appraisal methodSlide 17: MBO Process Set organizational goals Defining performance target Performance review feedbackSlide 18: Performance Points Behavior Extremely good 7 Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country. Good 6 Can expect to initiate creative ideas for improved sales. Above average 5 Can expect to keep in touch with the customers throughout the year. Average 4 Can manage, with difficulty, to deliver the goods in time. Below average 3 Can expect to unload the trucks when asked by the supervisor. Poor 2 Can expect to inform only a part of the customers. Extremely poor 1 Can expect to take extended coffee breaks & roam around purposelessly. Behavioral Anchored Rating ScalesSlide 19: 360 degree performance appraisalSlide 20: These companies are using 360 Degree Performance Appraisal Method Examples of 360 degree performance appraisal method Wipro Infosys Reliance Industries Maruti Udyog HCL Technologies Wyeth Consumer Health (WCH)Slide 21: Issues in appraisal system Appraisal Design Formal and informal Whose performance? Who are the raters? What problems? How to solve? What to evaluate? When to evaluate? What methods?Slide 22: Constant check induces employee to perform betterSlide 23: AdvantagesSlide 24: Disadvantages You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
Performance Appraisal barbynishi Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 770 Category: Education License: Some Rights Reserved Like it (8) Dislike it (0) Added: April 05, 2011 This Presentation is Public Favorites: 4 Presentation Description No description available. Comments Posting comment... By: karthik_22 (1 month(s) ago) nice PPT, great work :) Saving..... Post Reply Close Saving..... Edit Comment Close By: vijisanthi (7 month(s) ago) very nice useful for MBA students Saving..... Post Reply Close Saving..... Edit Comment Close By: seyhoon (8 month(s) ago) Hi, hi i want to download this ppt how can i? becoz ppt's are too good & it will help me a lot. thanks, Saving..... Post Reply Close Saving..... Edit Comment Close By: vacim (9 month(s) ago) dr,its nice ppt on apraisal,pl ssend me on this id: w_abbas514@yahoo.com Saving..... Post Reply Close Saving..... Edit Comment Close By: tanu.narkhede (9 month(s) ago) hi i want to download this ppt how can i? becoz ppt's are too good & it will help me a lot. Saving..... Post Reply Close Saving..... Edit Comment Close loading.... See all Premium member Presentation Transcript Slide 1: Performance AppraisalSlide 2: Objectives About Performance appraisal Meaning Definition Process of Performance Appraisal Modern Methods / Techniques of Performance Appraisal Traditional Index Issues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance AppraisalSlide 3: Definitions According to Newstrom, “It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance’’.Slide 4: Meaning Performance appraisal is the step where the management finds out how effective it has been at hiring and placing employees . A “Performance appraisal” is a process of evaluating an employee’s performance of a job in terms of its requirements.Slide 6: Objectives of Performance Appraisal Employee Organization measuring the efficiency maintaining organizational control. concrete and tangible particulars about their work assessment of performance mutual goals of the employees & the organization. growth & development increase harmony & enhance effectiveness Personal development work satisfaction involvement in the organization. According to: Aims at:Slide 7: Setting performance standards Taking corrective standards Discussing results Comparing standards Measuring standards Communicating standards ProcessSlide 8: Paired comparison Graphic Rating scales Forced choice Description method Forced Distribution Method Checks lists Free essay method Critical Incidents Group Appraisal Field Review Method Confidential Report Ranking Assessment Center Appraisal by Results or Management by Objectives Human Asset Accounting Behaviorally Anchored Rating scales Traditional Methods Modern Methods Methods of Performance AppraisalSlide 9: As compared to A B C A + - + B - + - C + - + For the Trait “Quality of work” A - + + B + - + C + + - As compared to A B C For the Trait “Creativity” + + + + + + + + + - - - - - - - - - Person rated Person rated Ranking employees by paired comparison MethodSlide 10: Graphic or Linear Rating Scales Attitude No interest In work: consistent complainer Careless: In-different Instructions Interested in work: Accepts opinions & advice of others Enthusiastic about job & fellow-workers Enthusiastic opinions & advice sought by others Decisiveness Take decisions in consultation with others whose views he values Slow to take decisions Take decisions after careful consideration Takes decisions promptly Take decisions without consultation 0 5 10 15 20 0 5 10 15 20Slide 11: Criteria Rating 1.Regularity on the job Most Least Forced choice method Always regular Inform in advance for delay Never regular Remain absent Neither regular nor irregularSlide 12: No. of employees 10% 20% 40% 20% 10% poor Below average average good Excellent Force distribution curve Forced distribution methodSlide 13: Staff Appraisal Name . . . . . . . Job Title . . . . . . . Department . . . . . . . . . . . . Date of Review . . . . . . . Age . . . . . .. . Years in present job Section I Appraisal Of Performance Note to Appraiser Appraisal must cover the period of the preceding 12 months Consideration to every function & responsibility of the job An objective factual assessment of an employee’s improvement or deterioration Section II Promotability & Potential Promotability Promotion now Within 2 years Within 5 years Unlikely to qualify for promotion Section III Career Development Section IV Notes on Interview with employee Section V Comments on & Endorsement by Reviewing Authority Specimen of Staff Assessment Form [Descriptive Essay Type]Slide 14: Ex: A fire, sudden breakdown, accident Workers Reaction scale A Informed the supervisor immediately 5 B Become anxious on loss of output 4 C Tried to repair the machine 3 D Complained for poor maintenance 2 E Was happy to forced test 1 Critical Incident methodSlide 15: Performance subordinate peers superior customer Dimension Leadership ^ ^ Communication ^ ^ Interpersonal skills ^ ^ Decision making ^ ^ ^ Technical skills ^ ^ ^ Motivation ^ ^ ^ Field review methodSlide 16: Group appraisal methodSlide 17: MBO Process Set organizational goals Defining performance target Performance review feedbackSlide 18: Performance Points Behavior Extremely good 7 Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country. Good 6 Can expect to initiate creative ideas for improved sales. Above average 5 Can expect to keep in touch with the customers throughout the year. Average 4 Can manage, with difficulty, to deliver the goods in time. Below average 3 Can expect to unload the trucks when asked by the supervisor. Poor 2 Can expect to inform only a part of the customers. Extremely poor 1 Can expect to take extended coffee breaks & roam around purposelessly. Behavioral Anchored Rating ScalesSlide 19: 360 degree performance appraisalSlide 20: These companies are using 360 Degree Performance Appraisal Method Examples of 360 degree performance appraisal method Wipro Infosys Reliance Industries Maruti Udyog HCL Technologies Wyeth Consumer Health (WCH)Slide 21: Issues in appraisal system Appraisal Design Formal and informal Whose performance? Who are the raters? What problems? How to solve? What to evaluate? When to evaluate? What methods?Slide 22: Constant check induces employee to perform betterSlide 23: AdvantagesSlide 24: Disadvantages