Designing Performance Appraisal

8/4/2019 Designing Performance Appraisal

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PREPARED BY,

AKHILASREE.S

S3BBA

ROLL NO: 3



INTRODUCTION Performance appraisal is some form has existed in

old days also . Wei Dynasty (221-265AD) in China

introduced performance appraisal . In its presentform the New York city civil service adoptedperformance appraisal in 1883 . Since thenspecifically after first world war , performance

appraisal has been adopted by most of the largeorganizations .



MEANING Appraisal is the evaluation of worth , quality or

merit . In organizational context , performance

appraisal is a systematic evaluation of personnelby superiors or others familiar with theirperformance .



DEFINITION “ Performance appraisal is a formal , structured

system of measuring & evaluating an employee’s

job related behaviors and outcomes to discoverhow & why the employees is presently performingon the job and how the employee can performmore effectively in the future so that the employee

, organization , and society all benefit” .



OBJECTIVES OF PERFORMANCE APPRAISAL To effect promotions based on competence and

performance .

To confirm the service of probationary employees .

To let the employees know where they stand and giveguidance for the purpose of their development .

To improve communication .

To determine whether the HR programs of theorganization have been effective or not .



THE PERFORMANCE APPRAISAL PROCESS It involves 6 steps.

Objective of performance appraisal

Establish job expectations

Design of an appraisal program

Performance interview

Use of appraisal data for appropriate purposes



1. Objectives of performance appraisal Objectives of performance appraisal include

effecting promotions and transfers , assessing

training needs , awarding pay increases etc . Andappraisal system seeks to evaluate opportunity factors .



2. Establish job expectations This includes informing the employee what is

expected of him or her on the job .

Individuals should not be expected to begin the jobuntil they understand what is expected of them .



3. Design the appraisal program It includes several questions which need answers. They

are, Formal versus informal appraisal

Whose performance should be assessed? Who are the raters ?

What problems are encountered ?

How to solve the problems ?

What should be evaluated ? When to evaluate ?

What methods of appraisal are to be used ?



4. Performance interview Performance interview has 3 goals .

To change behavior of employees whose performancedoes not meet organizational requirements or their onpersonal goals .

To maintain the behavior of employees who perform inan acceptable manner .

To recognize superior performance behaviors so thatthey will be continued.



5. Use of appraisal data Performance appraisal data & information will be

useful in the following areas of HRM .

Remuneration administration

Validation of selection programs

Employee training & development programs

Promotions , transfers & lay – off decisions

Grievance & discipline programs HR planning



CONCLUSIONS Performance evaluation can help an organization to

achieve its goals by developing productive employees .Each performance appraisal systems having its onadvantages and disadvantages . So there are somesuggestions .

Evaluate employees on behaviorally desired measures

Use multiple raters

Use peer assessments & self assessments

Reward accurate appraisers

Communicate the results to the employees



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Designing Performance Appraisal