Professional Documents
Culture Documents
Objectives
Benefits
Characteristics
Uses
Process
Limitations and Barriers
Performance Appraisal is the systematic,
periodic and an important rating of an
employee’s excellence in matters pertaining
to his present job and his potential for a
better job.
Flippo
Assessing the performance and progress of
an employee on a given job and for future
job.
feedback
evaluations
External challenges
Comparing
Taking Discussing
the actual
Corrective the
with the
Action appraisal
standards
Errors in Rating
Lack of reliability
Negative approach
Multiple objectives
Lack of knowledge
1. Faulty Assumptions
▪ No Fair And Accurate Appraisals
▪ Particular Appraisal System Forever
▪ Personal Opinion Is Better Than Formal
Appraisal
▪ Employees Want To Know Frankly
2. Psychological Blocks
▪ Feeling Of Insecurity,
▪ Appraisal As An Extra Burden
▪ Disliking Of Communicating Poor Performance
3. Technical Pitfalls
Criterion Problem
▪ The Standard Of Performance Used To Compare
The Actual Performance
Distortions
▪ Occurs In The Form Of Biases And Errors In
Making The Evaluation
▪ Halo Effect
▪ Central Tendency
▪ Constant Errors
▪ Rater's Liking And Disliking
Traits approach
Result approach
Behavior approach
Emphasizes the individual performer rather
situation, behavior and results
Include abilities or personality
Limitations
Traits are beyond the control of an individual
Presence of traits does not give 100%
performance
Emphasis on how and what employee will do
on the job
Process oriented approach
Appropriate where
The link between behavior and results is not
obvious
Outcome occur in the distant future
Poor results are due to causes beyond the
performers control
Bottom line approach
Less time to define measuring criteria
cost effective
Results of this approach are objective
Appropriate where
Workers are skilled in the needed behavior
Behaviors and results are related
Results show consistent improvement over time
There are many ways to do the job right
TRADITIONAL MODERN
Essay appraisal method Management by objective
360 degree appraisal
Straight ranking Assessment centers
methods Behaviorally Anchored
Rating scale (BARS)
Paired comparison Behavior observation scale
critical incident method (BOS)
Human resource
Field review accounting
Check list method Competency models
PCMM
Graphical rating scale BSC
Forced distribution HR Score Card
Past oriented
Future oriented
Result oriented
Traits oriented
Behavior oriented
One person
Multi person
Other
Traditional
Modern
Similar to BARS
Based on critical incidents
Measure how frequently behavior has been
observed
Appraiser as an observer than a Judge
Constructive feedback