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Performance Appraisal: Silky Pandey & Shalika Nigam

This document provides information about performance appraisals for Silky Pandey and Shalika Nigam. It discusses that performance appraisals are used to evaluate employees' personality, performance, and potential. The process involves setting standards, communicating standards, measuring performance against standards, discussing results, and taking corrective actions. Performance appraisals are important to guide progress, improve performance, recognize accomplishments, review performance, set goals, identify problems, and discuss career advancement. The document also outlines various performance appraisal methods, problems that can occur, and tips for an effective appraisal interview.

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Pallavi Gupta
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85 views20 pages

Performance Appraisal: Silky Pandey & Shalika Nigam

This document provides information about performance appraisals for Silky Pandey and Shalika Nigam. It discusses that performance appraisals are used to evaluate employees' personality, performance, and potential. The process involves setting standards, communicating standards, measuring performance against standards, discussing results, and taking corrective actions. Performance appraisals are important to guide progress, improve performance, recognize accomplishments, review performance, set goals, identify problems, and discuss career advancement. The document also outlines various performance appraisal methods, problems that can occur, and tips for an effective appraisal interview.

Uploaded by

Pallavi Gupta
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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PERFORMANCE

APPRAISAL

SILKY PANDEY
&
SHALIKA NIGAM
Performance Appraisal :

Performance Appraisal (PA) refers to all


those procedures that are used to
evaluate the personality, performance,
potential, of its group members
Process of PA

Setting
performance
Taking corrective standards
Communicating
standards
standards

Discussing Measuring
results standards

Comparing
standards
Why Appraisals Are Important

•Guide progress
•Improve performance
•Recognize accomplishments
Why Important (cont.)

• Review performance
• Set goals
• Identify problems
• Discuss career advancement
Needs and Objectives:
• Provide feedback about
employees
• Provide database
• Diagnose the S & W of individuals
• Provide coaching, counseling,
career planning to subordinates
• Develop positive relation and
reduce grievance
• Facilitates research in personnel
management
Characteristics
• It is a step by step process
• It examine the employee strengths
and weaknesses
• Scientific and objective study
• Ongoing and continuous process
• Secure information for making
correct decisions on employees
Essentials of an effective appraisal system
• Mutual trust
• Clear objectives
• Standardizations
• Training
• Job relatedness
• Documentation
• Feedback and participation
• Individual differences
• Post appraisal review
• Review and appeal
Problems in performance appraisal
Errors In rating
– Halo effects
– Unclear standards
– Central tendency
– Leniency
– Personal bias
Problems in performance appraisal
(Cont’d)

- Negative approach
- Incompetence
- Resistance
- Multiple objectives
- Lack of knowledge
How to avoid Appraisal Problem
• Know Problem
• Use Right Tool
• Train Supervisors
• Control Outside Influence
• Keep a Diary
Performance Appraisal Methods

• Group Appraisal
– Ranking
– Paired comparison
– Forced distribution
– Performance tests Field review
technique
Ranking method
Employee Rank

A 2

B 1

C 3

D 5

E 4
Paired comparison method

A B C D E Final Rank
A - - - + + 3

B + - - + + 2

C + + - + + 1

D - - - - + 4

E - - - - - 5
No of Positive evaluation
Total no. of evaluation * 100 = employee superior
evaluation
Forced Distribution method

No.
of
employees
10% 20% 40% 20% 10%

poor Below average good Excellent


average

Force distribution curve


Field review method

Performance subordinate peers superior customer


Dimension

Leadership ^ ^

Communication ^ ^

Interpersonal skills ^ ^

Decision making ^ ^ ^

Technical skills ^ ^ ^

Motivation ^ ^ ^
THE APPRAISING INTERVIEW

An interview in which the supervisors


and subordinate review the appraisal
and make plans to remedy deficiencies
and reinforce strengths.
TYPES OF APPRAISAL INTERVIEWS.

1) UNSATISFACTORY BUT CORRECTABLE PERFORMANCE

2) SATISFACTORY BUT NOT PROMOTABLE

3) SATISFACTORY AND PROMOTABLE


Things To Be Kept In Mind When
Conducting The Interview..

1) Talk in terms of objective work plan.


2) Don’t get personal………………………….
3) Encourage the person to talk………….
4)Don’t tiptoe things ………………………….

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