Performance Appraisal

Only available on StudyMode
  • Download(s) : 464
  • Published : March 5, 2010
Open Document
Text Preview
Specially Uploaded for ProjectsParadise.com

PERFORMANCE APPRAISAL SYSTEM

-1-

Specially Uploaded for ProjectsParadise.com

INDEX
SR.NO
1.

TOPIC
MEASURING PERFORMANCE V/S ACTION PERFORMANCE APPRAISAL OBJECTIVES OF PERFORMANCE APPRAISAL PERFORMANCE APPRAISAL AND COMPETITIVE ADVANTAGE APPRAISAL PROCESS METHODS OF APPRAISAL MANAGEMENT BY BJECTIVES(MBO) LARSEN AND TOUBRO, HUMAN RESOURCE DEVELOPMENT— PERFORMANCE APPRAISAL SYSTEM ASSESSMENT CENTRES 360-DEGREE FEEDBACK APPRAISE THE PERFORMANCE PERFORMANCE INTERVIEW GUIDELINES FOR EFFECTIVE APPRAISAL INTERVIEW

PAGE NO
2-3

2. 3.

4-5 6-7

4.

8-11

5. 6. 7. 8.

12-29 30-41 42-43 44--46

9. 10. 11. 12. 13.

47-49 50 51 52 53

-2-

Specially Uploaded for ProjectsParadise.com

14.

USE OF APPRAISAL DATA

54

EDWARD DEMING ON PERFORMANCE APPRAISAL 15. 16. CHALLENGES OF PERFORMANCE APPRAISAL PIRAMYD MEGASTORE - STORY OUTLINE 18. 19. HR VISION OF PIRAMYD MEGASTORE PERFORMANCE APPRAISAL METHODS USED AT PIRAMYD

55

56-60

17.

61-62

63-64 65-70

-3-

Specially Uploaded for ProjectsParadise.com

MEASURING PERFORMANCE V/S ACTION
Come appraisal time and one of the most debated aspects of completing the fair-andsquare appraisal revolves around what is 'measured' and what is 'achieved'. And the fable of the Bees and the Bee Keepers is a very popular paradigm that often gets quoted at such times. It goes thus:

The Story: Once upon a time there were two beekeepers that each had a beehive. The beekeepers worked for a company called Bees, Inc. The company's customers loved its honey and demand for the product was increasing. So Bees, Inc. assigned each beekeeper a goal for increased honey production. The beekeepers had different ideas about how to meet their goal and designed different approaches to improve the performance of their hives. The first beekeeper established a bee performance management approach that measured the number of flowers each bee visited. At considerable cost to the beekeeper, an extensive measurement system was created to count the flowers each bee visited. He also provided feedback to each bee at mid-season on his individual performance. He also created special awards for the bees who visited the most number of flowers. However, the bees were never told about the hive's goal to produce more honey so that the company could increase honey sales. The second beekeeper also established a bee performance management approach but this approach communicated to each bee the goal of the hive for increased honey production. The beekeeper and his bees measured two aspects of their performance the amount of nectar each bee brought back to the hive and the amount of honey the hive produced. The performance of each bee and the hive's overall performance were charted and posted on the hive's bulletin board for all the bees to see. The beekeeper created a few awards for the bees that gathered the most nectar. But he also established a hive incentive program that rewarded each bee in the hive based on the hive's overall honey production the more honey produced, the more recognition each bee would receive.

-4-

Specially Uploaded for ProjectsParadise.com At the end of the season, the beekeepers evaluated their approaches. The first beekeeper found that his hive had indeed increased the number of flowers visited ,but the amount of honey produced by the hive had dropped. The Queen Bee reported that because the bees were so busy trying to visit as many flowers as possible, they limited the amount of nectar they would carry so they could fly faster. Also, since only the top performers would be recognized, the bees felt they were competing against each other for awards. As a result, they would not share valuable information with each other that could have helped improve the performance of all the bees (like the location of the flower filled fields they'd spotted on the way back to the hive). As the beekeeper handed out the...
tracking img