Professional Documents
Culture Documents
PBS KUMAR
The performance review must occur atleast once in a year. Some companies review twice in a year. However, as a part of Performance Management, the performance review is a continuing, ongoing activity.
PBS KUMAR
PBS KUMAR
Judgmental Skills. Area of improvement. Past Achievement. Honesty and sincerity. Innovativeness Cost & Time consciousness
PBS KUMAR
Table: Typical Graphic Rating Scale Employee Name................... Job title ................. Department ......................... Rate ............... Data ..................................
Quantity of work: Volume of work under normal working conditions Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job A clear understanding of the factors connected with the job Unsatisfactory (1) Fair (2) Satisfacto ry (3) Good (4) Out Standi ng (5)
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Ranking Method
This is one of the oldest and simplest techniques of performance appraisal. In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation.
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Performance
Extremely good
Points
7
Behavior
Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country. Can expect to initiate creative ideas for improved sales.
Good
Above average
Can expect to keep in touch with the customers throughout the year. Can manage, with difficulty, to deliver the goods in time.
Average
Below average
Can expect to unload the trucks when asked by the supervisor. Can expect to inform only a part of the customers.
Can expect to take extended coffee breaks and roam around purposelessly.
PBS KUMAR
PBS KUMAR
PBS KUMAR
Checklist Method
Another simple type of individual evaluation method is the checklist.
Is the employee really interested in the task assigned? Is he respected by his colleagues (co-workers) Does he give respect to his superiors? Does he follow instructions properly? Does he make mistakes frequently? Yes/No Yes/No Yes/No Yes/No Yes/No
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Essay Method
This method asked managers / supervisors to describe strengths and weaknesses of an employees behavior.
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Confidential Report
It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employees immediate superior. The report highlights the strengths and weaknesses of the subordinate.
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Modern Methods
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MBO
A process whereby the superior and subordinates of the organization jointly identify its common objectives, define each individuals major areas of responsibility. Establishment of Goals Setting the performance standard Actual level of job attainment is compared with the goals agreed upon. Establishing new goals and new strategies for goals not previously attained.
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PSYCHOLOGICAL APPRAISALS:
When psychologists are used for evaluations, they asses an individuals potential. The appraisal consists of in-depth interviews, psychological tests, discussions with supervisors and a review of other evaluations.
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Assessment Centre
This not a technique of performance appraisal by itself. In fact, this is a system or organization where assessment of several individual is done by experts by using various techniques. These techniques used role playing, case studies etc.
PBS KUMAR
PBS KUMAR
PBS KUMAR
Peers
Self
External Customers
Team Members
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Common Problems Associated with Conducting the Appraisal 3. Central Tendency rate everyone as average 4. Recency Effect focusing on performance instead of entire year recent
5. Personal Prejudice If the rater dislikes one group or employees, he may rate them at the lower end. 6. Favoritism evaluating friends or those who dont make waves, etc. more favorably than others
PBS KUMAR
PBS KUMAR