Performance Appraisal
PERFORMANCE APPRAISAL
AND PERFORMANCE MANAGEMENT
PRESENTED BY
It is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance
CONCEPT OF PERFORMANCE APPRAISAL
Characteristics of performance appraisal q Setting work standards q Assessing employee’s actual performance to these standards q Compare actual performance with the standards established.
q The appraisal is carried out periodically, according to a definite plan q Performance appraisal is not job evaluation q Performance appraisal may be formal or informal
PURPOSES/USES q COMPENSATION DECISIONS q PROMOTION DECISIONS q TRAINING AND DEVELOPMENT PROGRAMES q FEEDBACK q PERSONAL DEVELOPMENT
Advantages of Performance Appraisal q SWOT Analysis : Performance Appraisal gives a complete idea of the employee's strength, weaknesses and based on that their opportunities and threats.
q Career Planning : On the basis of one's own SWOT analysis, an employee can have his career plans.
q Suitable Placement : Performance appraisal enables a company to give suitable placement to an employee based on their talents and skills.
q Self-Development : Performance Appraisal is very much a positive activity which enables an employee to know his own weaknesses and also enables him to remove their weaknesses and lead to self-development. q Effective Training Programmes : Training programmes can be drawn out on the basis of the needs of employees to remove their weaknesses. q Sound Personnel Policies : Personnel policies for promotions, transfer must be sound and objective. Performance Appraisal provides valuable information and reliable data for such decisions.
q Employee – Employer Relations will be healthy if performance Appraisal information will be used for personnel management. This will minimise grievances and improve confidence in the management.
q Higher Employee Productivity
AND PERFORMANCE MANAGEMENT
PRESENTED BY
It is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance
CONCEPT OF PERFORMANCE APPRAISAL
Characteristics of performance appraisal q Setting work standards q Assessing employee’s actual performance to these standards q Compare actual performance with the standards established.
q The appraisal is carried out periodically, according to a definite plan q Performance appraisal is not job evaluation q Performance appraisal may be formal or informal
PURPOSES/USES q COMPENSATION DECISIONS q PROMOTION DECISIONS q TRAINING AND DEVELOPMENT PROGRAMES q FEEDBACK q PERSONAL DEVELOPMENT
Advantages of Performance Appraisal q SWOT Analysis : Performance Appraisal gives a complete idea of the employee's strength, weaknesses and based on that their opportunities and threats.
q Career Planning : On the basis of one's own SWOT analysis, an employee can have his career plans.
q Suitable Placement : Performance appraisal enables a company to give suitable placement to an employee based on their talents and skills.
q Self-Development : Performance Appraisal is very much a positive activity which enables an employee to know his own weaknesses and also enables him to remove their weaknesses and lead to self-development. q Effective Training Programmes : Training programmes can be drawn out on the basis of the needs of employees to remove their weaknesses. q Sound Personnel Policies : Personnel policies for promotions, transfer must be sound and objective. Performance Appraisal provides valuable information and reliable data for such decisions.
q Employee – Employer Relations will be healthy if performance Appraisal information will be used for personnel management. This will minimise grievances and improve confidence in the management.
q Higher Employee Productivity