Performance

Appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. It is a systematic evaluation of the individual with respect to his performance on the job and his potential for development.

 To

judge the gap between the actual and the desired performance. To help the management in exercising organizational control. To diagnose the strengths and weaknesses of the individuals. To provide feedback to the employees regarding their past performance.

Organizational Goals

Team Goals

Individual Objectives Performance Appraisal

Feedback Rewards
Learning and Development plan

Management by Objectives (MBO) 360-Degree Appraisal Behavioral Observation Scale Behaviorally Anchored Rating Scale (BARS)

360 - Degree Appraisal is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.

360 degree measures behaviors and competencies. 360 degree addresses skills such as listening, planning, and goal-setting. 360 degree focuses on subjective areas such as teamwork character, and leadership effectiveness. 360 degree provides feedback on how others perceive an employee.

Superiors Subordinates Peers/Colleagues Direct Reports Customers Self

Customers

Line Managers

Peers

Individual

Key Colleagues

Direct Reports

Superiors

To the Individual: Helps individuals to understand how others perceive them. Quantifiable data on soft skills.

To the team: Increases communication. Higher levels of trust. Better team environment. Supports teamwork. Increased team effectiveness.

To the Organization: Reinforced corporate culture by linking survey items to organizational leadership competencies and company values. Better career development for employees Improves customer service by involving them.

It is costly and time consuming type of appraisal. These programs tend to be somewhat shocking to managers at first. The problems may arise with subordinate assessments. The organization implementing this type of performance appraisal must clearly define the mission and the scope of the appraisal.

 KODAK

WIPRO TATA STEEL TELCO THERMAX INFOSYS THOMAS COOK