sanjaygowda55k Performance appraisal HRM
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The document discusses performance appraisals, which are formal evaluations of an employee's job performance and contributions to an organization. Performance appraisals can be used to identify employee strengths and weaknesses, provide feedback for improvement and development, and inform compensation and promotion decisions. They benefit both the company by improving productivity and dealing with issues, and employees by recognizing accomplishments and identifying training needs to further careers.
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- 3. PERFORMANCE APPRAISAL Meaning: A performance appraisal is a systematic and periodic process of measuring an individual’s work performance against the established requirements of the job. It’s a subjective evaluation of the employee’s strengths and weaknesses, relative worth to the organization, and future development potential.
- 5. Types of performance appraisal •Negotiated Appraisal •Peer Assessment •Self-Assessment •The 360-Degree Appraisal
- 6. Methods of Performance Appraisals • Feedbacks • The Assessment Center Method • Behaviorally Anchored Rating Scale • Checklist Method • Critical Incidents Method • Customer/Client Reviews • Field Review Method • Forced Choice Method
- 7. Continue…. •Human Resource Accounting •Management By Objective •Performance Tests and Observations •Project Evaluation Review •Ratings Scales
- 8. TipsandTechniquesForPerformanceAppraisals •Document your appraisal •Check in with your employees more frequently •Use outlines
- 9. What Are Performance Appraisals Used For? • Company Benefit • Identify areas where management may enhance working circumstances in order to raise productivity and work quality. They give insight into how people are contributing. • Deal with behavioural problems before they affect the efficiency of your department. • Assist employees in their skills and career development. • Enhance strategic decision-making in scenarios that call for layoffs, succession planning, or internally filling available posts. • Motivate employees to contribute more by recognising their talents and skills.
- 10. Employee Benefit: • Acknowledge and thank an employee for their accomplishments and contributions. • Be aware of the chance for a promotion or bonus. • Recognize and advocate for the need for extra education or training to advance one's profession. • Identify the precise areas where skills might be strengthened. • Encourage an employee to feel invested in and active in their professional development. • A candid discussion of a worker's long-term objectives.
- 11. Objectives of performance appraisal •Employee needs •Employee Confirmation •Making decisions about promotions and compensation •Improving communication •Scope of improvement
- 12. Steps of the appraisal process 1. Identify the problem 2. Determine the scope of work 3. Collect the data 4. Analyze the data 5. Estimate the land value 6. Form an opinion of value 7. Prepare an appraisal report
- 13. Elements of a good performance appraisal 1. Clear Performance Standards 2. Regular Feedback 3. Two-way Communication 4. Development Planning