This document discusses performance appraisals. It begins by defining performance appraisal as a systematic process for evaluating employee performance and development. It then lists the objectives of performance appraisals such as identifying high and low performers, providing feedback, and assessing training programs. Several methods of performance appraisal are described, including comparative, behavioral, and attribute approaches. Common errors in performance appraisals like halo effects and central tendency biases are also outlined. The document provides an overview of performance appraisals.

1. PERFORMANCE APPRAISAL
Pamela G. Virtusio
MBBA Student
University of Batangas
Lipa Campus

2. Understand the objectives and principles of
appraising the performance of employees
Know the different method of performance
appraisal that will fit a
Company.
Learn how to evaluate the performance
Of an employee and communicate the
Results of appraisal in a way that the
Employee understand accept and facilitate
Employee’s improving plan.
Performance Appraisal -Pamie

3. DEFINITION
PERFORMANCE APPRAISAL
 “Performance Appraisal is an organizational system comprising deliberate
processes determining staff accomplishment to improve staff
effectiveness.”
 “Performance Appraisal a method by which the job performance an
employee is evaluated generally in terms of quality,quantity,cost and
time.”.
 “Performance Appraisal is the systematic, periodic and an impartial
rating of an employee’s excellence in the matters pertaining to his
present job and his potential for better job.”-accrdg. To Flippo.
 “Performance Appraisal is the systematic evaluation of individuals
with regards to his/her performance on the job and his/her potential
for development.”accrdg. To Dale Beach
Performance Appraisal -Pamie

4. OBJECTIVES:
 Identify the better performing employee who get
available merit pay increase, bonuses and
promotion.
 Identify the poorer performers who may require
some forms of counseling or in extreme case,
demotion or even discharge.
 To provide feedback to the employees regarding
their past performance.
 Provide clarity of the expectations and
responsibilities of the functions to be performed by
the employees.
 To judge the effectiveness of the human resource
function of the organization.
 To review and retain the promotional and other
training programs.
 To help the management in exercising
organizational control.
Performance Appraisal -Pamie

5. METHODS OF PERFORMANCE APPRAISAL
COMPARATIVE APPROACH:
1. Ranking Method
2. Forced Distribution
3. Paired Comparison
BEHAVIORAL APPROACH
1. Critical Incidents
2. Behaviorally-Anchored Rating
Scales
3. Behavioral Observation Scales
(BOS
4. Organizational Behavior
Modification (OBM)
5. Weighted Checklist
Performance Appraisal -Pamie
ATTRIBUTE APPROACH
1. Graphic Rating Scale
2. Mixed Standard Scale

6. PERFORMANCE APPRAISAL TECHNIQUES
Individual Evaluation
Method:
Multiple person
Evaluation Method:
a.
b.
c.
d.
e.
f.
g.
a. Ranking
b. Paired Comparison
c. Forced Distribution
Confidential Report
Essay Evaluation
Critical Incident
Checklist
BORS
Forced Choice Method
MBO
Performance Appraisal -Pamie
Other Method:
a. Performance Test
b. Field Review Techniques

7.  PROMOTION:
Helps the supervisors to chalk out
promotion programs for efficient
employees.
 COMPENSATION:
Helps in chalking out compensation
packages for employees.
 EMPLOYEE DEVELOPMENT:
Helps the supervisors to frame
training and programs. It helps to
analyze strengths and weaknesses
of employees.
 SECLECTION VALIDATION:
Help to understand the validity and
importance of selection procedure.
 COMMUNICATION:
 MOTIVATION:
Helps to motivate to be more better or need for
improving the employees.
Performance Appraisal -Pamie

8.  TIME CONSUMING:
Spend an hour or extra for completing and
writing the employees appraisal.
 DISCOURAGEMENT:
If an employee or the process is not pleasant
experience.
 INCONSISTENT MESSAGE:
When the superior does not have record of
employee’s behavior or inappropriate
appraiser.
 BIASES:
Supervisor who are influenced by an employees
work performance on previous rating periods.
Performance Appraisal -Pamie

9. COMMON ERRORS:

1. Halo Effect- Tendency of the rater to allow 1 or 2 particularly
dominants traits of the worker’ performance to influence his ratings
on the other traits or factors.

2. Logical Error-If the raters finds an employee’s performance in one
trait as either outstanding or unsatisfactory he feels that it is logical
for him to rate that employee also unsatisfactory as the case may be
in other traits.

Blaming Subordinates for Errors that are not their fault-arises when
supervisor fails to inform the employee clearly of the full scope and
nature of his assignment so that he may be aware of all his duties
and responsibilities.

Leniency-This attitudes is an indication of weaknesses on the part of
supervisor and lack of understanding of their responsibilities in the
firm.

Severity-Overstrict with the appraisal of their subordinates and
consistently rate them lower than the normal average.

Central Tendency-Raters may rate an employee “Average on all
traits,avoding to give an extremely high or low rating.
Performance Appraisal -Pamie

10. REFERENCE:
P.S Sison ,Personnel and Human Resources
Management, 1991
 R.P.Payos, Human Resource Management, 2010
 www.management studyguide.com
 www.appraisal.naukrihub.com
 www.googgle.com

Performance Appraisal -Pamie

11. THANK YOU
AND
ADVANCE MERRY CHRISTMAS!
Performance Appraisal -Pamie