PERFORMANCE APPRAISAL

GROUP REPORT

BRIJESH SHUKLA

DHRUVAL RANAWAT

HEET RATHOD

KEVAL KACHHATIYA

KHUSBHOO DESAI

PRATIK BHOSLE

SANJANA SHETTY

VAISHALI BARDIYA

DEFINITION

"PERFORMANCE APPRAISAL is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job."

OBJECTIVES

• Discuss the types of Performance Appraisal.• Highlight the benefits of Performance Appraisal.• Elaborate on disadvantage of Performance Appraisal.• Types of Performance appraisal been used in India with examples.

RATINGS DEFINITIONS

UnacceptableNeeds ImprovementMeets ExpectationsExceeds ExpectationsOutstanding

EMPLOYEE’S GOAL & WORK STANDARD

• Set S.M.A.R.T goals• Assign Specific Goals employees who

have specific goals usually perform better than those who do not

• Assign measurable goals alwayas to try to express in numbers & include target date or deadlines

• Assign challenging but doable goals• Encourage participation

Quiz about H.R

Which organization is the biggest employer in India ?

Ans: INDIAN RAILWAYS has over 1.4 millions employees

Which organization is the second biggest employer in India ?

Ans: INDIAN DEFENCE has over 1.3 millions employees

PURPOSE OF PERFORMANCE APPRAISAL

ADMINISTRATIVE PURPOSE

PROMOTION &

PLACEMENT

TRANSFERS &

DEMOTIONS

WAGES & SALARY

TRAINING &

MANPOWER

PERSONAL

RESEARCH

SELF DEVELOPMENT OF EMPLOYEES

TO ASSESS THE CRITICAL

ATTRIBUTES

TO PROVIDE

PERFORMANCE FEEDBACK

TO HIGHLIGHT THE

STRENGHTH AND

WEAKNESS

PERSONAL TRAIT

DEVELOPMENT AREAS

DIFFERENCE BETWEEN

PERFORMANCE APPRAISAL Top down assessment.

Annual appraisal meeting.

Use of rating.

Monolithic system.

Focus on quantified objectives.

Often linked to pay.

Bureaucratic- complex paperwork.

Owed by the HR department.

PERFORMANCE MANAGEMENT

Joint process through dialogue.

Continuous review with one or more formal reviews.

Rating less common.

Flexible process.

Focus on value and behaviors as well as objectives.

Less likely to be direct link to pay.

Documentation kept to be minimum.

Owed by line managers.

REVIEW EMPLOYEE’S PERFORMANCE

Is there a problem?

NoGive

feedbackas

appropriate

Yes

Root causes

Skill Related• Provide education• Coach• Simplify task• Reassign

Motivation related• Clarify expectation• Determine obstacle and remove

them• Remove punishment• Determine subordinate value

regarding rewards (Sullivan & Decker,

2005)

STEPS IN APPRAISING PERFORMANCE

MANAGEMENT BY OBJECTIVES (MBO)

A method in which managers or employers set a list of objectives and make assessments on their performance on a regular basis, and finally make rewards based on the results achieved.

MANAGEMENT BY OBJECTIVE(MBO)

Set & align

employees

objective

Monitor

performance

Evaluate performan

ce

Reward employe

es

Set corporate objectives

MBO OPPORTUNITIES & CHALLENGES

PROS1)Facilities

Communication.2)Reduces

Conflicts.3)Clear Setting of

goals for team.4)Acts as

motivational moral.

CONS1)Time Consuming.2)Develops

conflicting objectives.

3)Can fail if the executive do not clearly communicate the company objective to management.

360 DEGREE APPRAISAL

‘Multi-rater feedback’ where, the feedback comes from all the sources .

Other attributes of the ratee is considered.

Why is 360 degree appraisal used ? Organizations using 360 degree

appraisal in india.

4 INTEGRAL COMPONENTS

TOP MANAGEMEN

T

PEERS

CUSTOMERS

SUBORDINATES

SELF

ADVANTAGES AND DISADVANTAGES

Advantages :-1. Use of multiple raters 2. Formal Communication3. Potential of self-development Disadvantages :-1. Creates sense of insecurities 2. Time-consuming

ASSESSMENT CENTRE

“A central location where managers may come together to have their participation in job related exercises evaluated by trained observers”.

Applied in “German army” in 19301st developed in USA & UK in 1943 In India, companies like Crompton

Greaves,Eicher,HUL,Modi Xerox.

FEATURES OF ASSESSMENT CENTER

MODERN AND RELIABLE

ASSERTIVNESS &

COMMUNICATING ABILITY.

FUTURE PERFORMANCE.

ADVANTAGES AND DISADVANTAGES

Advantages 1. Criteria for selection & promotion 2. Forecast future performance 3. Fair/ equal opportunities reduces

personal biasnessDisadvantages 1. Costly & time consuming 2. Negative reaction

BALANCE SCORECARD

Balance score card is a strategic planning and management system i.e used extensively in organizations .

Kalpan & Norton introduced balance scorecard

4 different perceptive – financial , customer , operational & people .

Balance score card software

BENEFITS OF PERFORMANCE APPRAISAL

BENEFITS TO THE ORGANIZATIONRecognize and manage staff performancePlanning and decision makingImprove staff retention

BENEFITS TO THE EMPLOYEE They find out how they’re doing Receives recognition for their

accomplishments Encourages taking responsibility for their

performance and progress

BENEFITS OF PERFORMANCE APPRAISAL

BENEFITS TO THE SUPERVISOR Builds management skills Develops and improves rapport with employees Identifies performers needing improvement for coaching/training Improves individual employee productivity

DISADVANTAGES OF PERFORMANCE APPRAISAL

• If not done right, they can create a NEGATIVE EXPERIENCE. • Performance appraisals are very time consuming and can be overwhelming to managers with many employees. • They are based on human assessment and are subject to rater errors and biases. • They can create a very stressful environment for everyone involved.

AMAZING FACTS ABOUT H.R

In India, there are 3 million unfilled jobs and 41.8 million unemployed workers.

The average time spent by recruiters looking at a resume is just 5 to 7 seconds, with 76% of resumes discarded for having an unprofessional email address.

Applicant Tracking Software, the robots that read your resume, is able to quickly eliminate 75% of the applicants.

427,000 resumes are posted each week on Monster, 89% of recruiters have hired someone through LinkedIn and 80,00,000 applicants found their job on Twitter.

QUOTES FOR MOTIVATION

Focus on their actions, not on the person

Be specific and timely Be calmReaffirm your faith in the person Define positive steps Get over it

CONCLUSION There is NO ONE PERFECT appraisal tool. Compilation record of positive or negative incidents are

useful in justifying PPA rating. Appropriate communication skills used are REALLY

essential . Constant evaluation and feedback should be given to

subordinate to enhance expectation on performance and progress and to avoid surprises during PPA.

THANK YOU