Performance appraisal is

A method of evaluating the job performance

of an employee.
It is an ongoing process of obtaining,
researching, analyzing and recording
information about the worth of an employee.
To measure and improve the performance of
employees and increase their future potential
and value to the company.

1) Providing feedback
2) Improving
communication
3) Understanding
training needs
4) Clarifying roles and
responsibilities
5) Determine how to
allocate rewards


Motivating Employees
those who are
Performing Better
in terms of
Promotion
Rewards
Incentives
Increments
MOTIVATIONAL NEED
Those who do not meet the
Standards in workplace
They will be instructed for
Better Performance in terms of
Counseling
Compensation
Coaching
Mentoring
Training
CONTROL NEED
1) Quality
2) Quantity
3) Timeliness
4) Cost Effectiveness
5) Need for Supervision
6) Interpersonal Impact
7) Training

Types Of Performance Appraisal
1) Past Oriented Methods
2) Future Oriented Methods
Past Oriented Methods
Rating scales
Checklists
Forced choice method
Forced distribution method
Critical incident method


Past Oriented Methods
Annual confidential reports
Essay method
Cost accounting approach
Comparative evaluation approach
Future Oriented methods
Management by objectives
360-Degree appraisal
Psychological appraisals
Assessment centers

Establish performance
standards
Communicate performance
expectations to employee
Measure actual performance
Compare actual performance
with standards
Discuss the appraisal with the
employee
If necessary, initiate corrective
action

1) A Causal, Unsystematic, and often haphazard
appraisal
2) The Traditional and Highly systematic
measurement
3) The Behavioral approach, emphasizing Mutual
goal-setting


1. Write down your requirements
2. Do your Research
3. Strive for Integration
4. Ask the Right Questions
5. Thing Long term
6. Make your Choice


A poor performer is not always a poor performer for
life
- S Padmanabhan, Executive Vice President,
Global Human Resources
PERFORMANCE APPRAISALS:
1) At the end of the Project
2) At the end of the Year
The Performance Appraisal serves Four
distinct purposes:
1) Developmental Uses
2) Administrative uses/ Decisions
3) Organizational Maintenance/ Objectives
4) Documentation Purposes
1. Project milestone parties
2. Star performer Award
3. Performance Based Increments
4. Best Project Award
5. Spot Awards
6. Long service Awards
7. Best Auditor Award

PURPOSE OF PERFORMANCE APPRAISAL:
1) Strategic Purpose
2) Administrative Purpose
3) Developmental purpose

Performance of employees measured twice a
year
One to one meeting with the Assistant Manager
or corresponding Head.
Discussion on the yearly performance on
different parameters.
Some recommended and applied parameters
are:
Intelligence and decision making capabilities
Revenue or cost focus
Leadership and acceptability
Integrity and loyalty towards organisation
1. Identifying Key Areas of Strength
2. Identifying Training Needs
3. Leadership Development
4. Success Planning
5. Higher Production
6. Employee Satisfaction