1. PERFORMANCE APPRAISAL

Performance Appraisal : 

Performance Appraisal Psychological Appraisal Assessment Center Prepared By: - Aditi Agarwal - Divaker Bhatia - Nitika Munjal - Ravish Magajwala - Nitin Tekwani

Performance Appraisal : 

Performance Appraisal “It is formal, structured system of measuring, evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee, organization and society all benefits.” Performance appraisal is a method of assessing the contribution of employees at different levels of the organization during a particular period of time. This is necessary to evaluate the contribution of the employees during the past year and to provide feedback for improvement.

Use of Performance Appraisals : 

Use of Performance Appraisals Promotions Confirmations Training and Development Compensation reviews Competency building Improve communication Evaluation of HR Programs Feedback & Grievances

TECHNIQUES / METHODS OF PERFORMANCE APPRAISALS : 

TECHNIQUES / METHODS OF PERFORMANCE APPRAISALS There are a number of methods of performance appraisal. No single method can be considered ideal in all circumstances. The methods of performance appraisal can be broadly classified into two categories: Traditional Modern methods.

Traditional Methods are : : 

Traditional Methods are : Unstructured method Straight ranking method Paired comparison method Man-to-man analysis Grading method Checklist method Free essay methods Critical incidents method Field review method Confidential report

Modern Methods: : 

Modern Methods: BARS (Behaviorally anchored rating scales) MBO 360-Degree-Performance-Appraisal Method Psychological appraisals Assessment centre

Psychological appraisals : 

Psychological appraisals Psychological Appraisals: Psychological tests are a much less intricate method of determining future potential. They normally consist of interviews with the employee and his supervisors and coworkers, as well as different types of tests and evaluations of intellectual, emotional, and work-related characteristics. The psychologist puts his or her findings and conclusions in a report that may or may not be shared with the employee. Psychological testing is slow and costly, and must be administered extremely carefully because of the long-term implications of the evaluation on the employee's future. Success is largely dependent on the skill of the psychologist.

Why Psychological Assessment? : 

Why Psychological Assessment? Psychological Profiling practices impact business outcomes through the following functions: Identifying which candidates would best fit an available position and your organisational culture (People Selection: Person-Job Fit and Person-Organisation) Identifying which positions would best fit a candidate Given today’s talent shortage, if a candidate is not “right” for the job they have applied for, are there other opportunities for them to consider? (People Mobility) Advising useful strategies to manage an individual to optimise tenure and performance(Performance Management and Followership) Complementing development programs by identifying strengths and areas requiring further development (Graduate Development and Leadership Development) Assisting in identifying “high potentials” when coupled with performance information(Succession Planning) Accelerating the time it takes for teams to work well together (Team Building)

Tangible business outcomes that can be impacted by the correct use of Psychological Profiling include, but are not limited to: : 

Tangible business outcomes that can be impacted by the correct use of Psychological Profiling include, but are not limited to: Less time taken to train new employees Reduced voluntary turnover Reduced absenteeism Promoting the “right people”, not promoting to incompetence Targeted training which is more economical, rather than a “cattle dip approach” (eg. sales training, customer service training) More efficient determination of the best way to manage an individual to encourage higher productivity Less time taken for teams to develop cohesive interaction before producing to full capacity Assisting in establishing a “pipeline” for succession planning, to prevent costs associated with leadership recruitment and selection Increased utilisation of all “talent” that approaches your company, rather than just the “talent” who fit the job they applied for

The relationship can be summarised by this formula for behaviour : 

The relationship can be summarised by this formula for behaviour Behaviour (B) is a function of the interaction between the person (P) and the environment (E). This formula underpins our psychological assessment, development and broader consulting methodologies. It also provides a concise yet extremely useful way to conceptualise behaviour in the workplace.

What is Assessment center? : 

What is Assessment center? Participants are put through a series of individual and group exercises, interviews, and tests designed to simulate the most essential conditions of the job, and to provide an opportunity for observation of key competencies. Participants’ behavior is OBSERVED by trained raters, evaluated, categorized and scored (if an exam) Raters pool individual observations to arrive at an overall estimate of potential, or score Participants are provided with oral and/or written feedback regarding their performance and potential Training and developmental plans can be formulated

When to Use an Assessment Center : 

When to Use an Assessment Center Selection, career development, or succession planning Most common for managerial or supervisory jobs Jobs where competencies include focus on soft skills Promotional process where developmental opportunities are maximized Where other methods have failed

Advantages of an Assessment Center : 

Advantages of an Assessment Center Comprehensive evaluation Valid; better predictor Less adverse impact Training effect for raters Training effect for candidates Multiple uses More information for decision-making Participants like it!

Disadvantages of an Assessment Center : 

Disadvantages of an Assessment Center Requires expertise to develop Developmental time can be lengthy Requires high ratio of raters to participants Requires multiple rooms for administration Time consuming Costs more (time and Money) Involves more people Still somewhat removed from the job Difficult to administer for large groups Hard to “reschedule” (appeals)