Professional Documents
Culture Documents
Govt org
Descriptive report-end of every year (Employees
Immediate superior)
Highlights the strength & weakness of the subordinate.
Not a database
Subordinates appraisal are merely recorded in this
No feed is provide to the employees
Rater are asked to write in details about each & every subordinates whose
performance is been assessed
Raters express the strong as well as week point of employees behavior
A Ran away 4m the place 0
B Informed the superior 2
Is the employee really interested in the task assigned Yes/No
Does he respected by his colleagues Yes/No
Does he follow instruction properly Yes/No
Does he makes mistakes frequently Yes/No
Based on certain qualities the employees performance is been evaluated
!
2nowledge of work
Quality of work
Quantum of work done
Extent of co-operation
Initiative
j "j
#
(atest method ±innovated in PA
ombination of rating scale & critical incident techniques of
employees performance evaluation
Assessment Technique where in critical incidents are identified & and
a range of performance possibilities are described for each dimension
Evaluators assess the subordinates based on certain statement
Statement may indicates the positive & negative qualities of an employee
m
Very knowledgeable Shirks Duties
Meticulous in planning Undependable
Very gud in executive Quarrelsome
"
Employees are rated by a group of raters
Immediate supervisor of the employee,
other supervisors who have close contact
with the employees work,mgr or head of the
dept & consultant
R %
Measure the effectiveness of personal mgt activities the use of people in an org
Method which helps in evaluating the potentials of candidates
1st applied in German army in 1930
The business & industrial houses-started using this method
Method several individuals are assessed by various experts using various
techniques
Techniques includes-role playing, case studies, conference etc.
m
Job performance as well as personal qualities-consider
Assessed by immediate superior
Helps in finding the performance of an employee-how well
the employee is performing the job
Periodical Appraisal-systematic manner
Both Mgr & subordinates are subjected to appraisal
Process of P A
&m
m
]
"
Importance process of PA
They should judge the employees performance as successful & unsuccessful
lear & easy to understand, If the performance standard is not clear, the
employees should be given great care to describe the standard
]
Mgt should comm.. the standard to all the employees of the org
Employees should be informed & the standard should be clearly explained to
them
]
4Monitorining the performance of an employee
through out the year
]
] $
4
] @ if necessary-i.e.. improving the performance of an
employee
m
m
Identifying individual needs
Performance feed back
Identifying individual strength & devpt. Needs
Salary,Promotion,retention
Recognition of Individual performance
(ayoff
Identifying poor performance
Hr planning
Determining Org. training needs
Evaluating Hr system
j & m
Improve Job performance
Provide data on past, present & expected performance of
an employee
Making correct decision-training, promotion,
compensation, transfer
Ensuring right man has been inducted
Effective training programme
Motivates
Necessary training to the poor performance
(m
Manager lacks information
Evaluation performance of an employee is not clear
Manager does not take appraisal seriously
Manager s not prepared for the appraisal review with the employees
Manager is not honest/sincere during the evaluation
Manager lack appraisal skill
Employee does not receive on going performance feedback
Insufficient resource offered to reward performance
There is ineffective discussion of employment development
Manager uses unclear/ambiguous language in the evaluation process
Poor appraisal form
-The rating scale may be quite vague & unclear
-Form is too lengthy & complex
& m
Environmental Hazards4 External & internal hazards for a
worker
Nature of leadership
Personal like & dislike of superior ±affect the performance
Problem of favoritism & nepolism-religion, caste, mother
tongue
Different methods for evaluating the performance of an
empoyees-Influnce rating
Method of appraisal-once selected should be followed continuously
Performance analysis
Manager should also judge & examine the subordinates performance
No discrimination-Religion, caste, sex,and so on
Appraisal should be taken at regular interval
Feed back-communicated at the right time
onvening feed back is not enough ±the way & means to improve their
performance
Suitable incentive must be given
Trust & confident b/w superior & subordinate
±
Developed by general electrical company of USA in 1992,
for other countries including india
ollection of performance data on individual or group,
which is derived from a no. of stakeholder
It includes performance information such as employee
skill, abilities, behavior
All-around information of an employee are collected from
his/her supervisor,subodinate,peer,& even customer &
lients