Performance appraisal uses a variety of methods for evaluation. The five main methods used are: • Interview-Based Appraisal: The interview based appraisal system is implemented in a number of companies. The employee gains essential feedback on their annual or semi-annual performance to evaluate their effectiveness and efficiency within the designated assignments. The interview appraisal is used as a constructive method in which to enhance the employee’s advancement. The main aim is to analyse
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Under the individual evaluation methods of merit rating‚ employees are evaluated one at a time without comparing them with other employees in the organization. (a) Confidential report: It is mostly used in government organizations. It is a descriptive report prepared‚ generally at the end of every year‚ by the employee’s immediate superior. The report highlights the strengths and weaknesses of the subordinate. The report is not databased. The impressions of the superior about the subordinate
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listed. Each option is compared against each of the other options. The results are tallied and the option with the highest score is the preferred option. 4. Graphic rating scales The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.This is the oldest and most widely method used for performance appraisal. 5. Essay Evaluation This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation
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METHODS OF PERFORMANCE APPRAISAL Abstract Performance appraisal of employee is important in managing the human resource of an organization. With the change towards knowledge-based capitalism‚ maintaining talented knowledge workers is critical. Therefore‚ discovering and promoting the most qualified candidates is essential because valuable human expertise is the main source of competitive advantage for the organizations. However‚ management classification of “outstanding”‚ “poor” and “average”
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Form Top of Form Performance appraisal is a method of evaluating the behaviour of employees in the work spot‚ normally both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual’s job. It indicates how well an individual is fulfilling the job demands. The purpose of performance appraisal is to update the worker on his progress‚ gauge his behavior and performance‚ praise good work‚ and note
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INTRODUCTION Performance appraisal has been one of the most-debated management practices for several decades. It has generated a wide variety of viewpoints. There are those who see performance appraisal as making an important contribution to human resource management‚ in that organizations require systematic information on how well employees are performing in their jobs as a key element in ensuring that human resources are used as effectively as possible. Employees at all levels experience a need
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various performance appraisal methods Companies use different methods of performance appraisal methods to identify strengths and weaknesses. Employees are conducted by several methods: Management by objective (MBO) This method is based on the focal point agreed by managers and employees and based on the objectives‚ and time line‚ the findings final results are in. this method is effective because of the objectives transparency with employees and inputs given to help them grow. Ranking Method This
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Integral Review - A Journal of Management e-ISSN : 2278-6120‚ p-ISSN : 0974-8032‚Volume 5‚ No. 2‚ Dec.-2012‚ pp 46-52 http://www.integraluniversity.ac.in/net/journalsAndPublications.aspx PERFORMANCE APPRAISAL PRACTICES IN INDIAN BANKS Pallavee Shrivastava 1‚ Usha Kiran Rai 2 1(Research Scholar‚ Faculty of Management Studies‚ Banaras Hindu University‚ Varanasi‚ India) 2(Professor‚ Faculty of Management Studies‚ Banaras Hindu University‚ Varanasi‚ India) Abstract Banking sector is a
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Abstract In today’s job market workers are experience the need to be more accountable for their performance. No longer are employers are accepting stats quo performance. It is imperative that employees improve their ongoing performance. Annually the performance appraisal states the following focus point’s feedback on employee’s performance‚ recognize training needs of employee utilized as a tool to assign rewards‚ and based on the results of the appraisal it shape provides levels for salary
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Performance appraisal Meaning and definition of performance appraisal and its objectives In simple terms‚ appraisal may be understood as the assessment of an individual’s performance in a systematic way‚ the performance being measured against such factors as job knowledge‚ quality‚ and quantity of output‚ initiative‚ leadership abilities‚ supervision‚ dependability‚ co-operation‚ judgment‚ versatility‚ health‚ and the like. Assessment should not be confined to past performance alone
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