HII GUYS WATCH THIS VERY INFORMATIVE

1. PRESENTED BY: PRESENTED TO:
1.ROHIT JAIN SHELJHA MAM
2.SHAILENDRA SHARMA
3. SIDDHARTH GUPTA
PRESTIGEINSTITUTEOFMANAGEMENT
Performanceappraisal

2. 1.What is performance appraisal
2.Methods of performance appraisal
contents

3. Q. WHAT IS PERFORMANCE APPRAISAL
Performance appraisal is also known as employee
appraisal is a method by which the performance of An
employee is evaluated in terms of
(Quality,Quantity,cost),also be used to determine any
ones personality,potential of its group members.
Classification of Performance appraisal
1. Traditional method.
2. Modern method.

4. CLASSIFICATION OF PERFORMANCE APPRAISAL
Performance appraisal
Traditional method Modern
method
1. Rating method 1.Assesment centre
2. Checklist 2.360 degree
feedback
3. Forced view method 3.psychological
appraisal
4. Essay evaluation 4. MBO
5. Critical incident method
6. Field review method
7. Confidential report

5. TRADITIONAL METHODS OF PERFORMANCE
APPRAISAL
1.Rating scale-The rating scale consist of several numerical
scale,each representing a job related performance such as how much
dependible you are How much output you produce,attendence,co-
operation in work .
For example:
Employee name-Ram Sharma Raters name –
suraj(HR) Department-Marketing
Date-22/11/14
Excellent(1) Good(2) Acceptable(3) Fair(4)
Poor(5)
1.Dependibility 2
2.Attendance 3
3.Level of Output 4
4.Cooperation 4

6. TRADITIONAL METHODS
2.Checklist-Checklist contains a list of statement in which
the rater descibes the on job performance of the
employees.In this the rater gave only two answer of the
question yes or no relates to the employee.
For example:
1.Is employee regular Yes
2.Is employee follow order No
In this the performance of employee is measured in yes or
no type answer only then rater send the report to the HR
department then they will evaluate it.

7. 3. Force choice method-The series of statements arranged in the blocks of two
or more are given and the rater indicates which statement is most or least. The
rater is forced to make a choice. HR department does actual
assessment.Favourable qualities earn credit ,unfavourable qualitites earn
reverse.
For ex: Most Least
1. Regularity on the job
Always regular Most
Tell advance about delay Least
Never regular Least
poor
10% below
average
20%
average
20%
good
30%
excellent
20%
poor below average
average good
excellent

8. 4.Critical incident method-Manager prepares list of statement of
behaviour of very effective and ineffective behaviour of an
employee.
Then manager periodically records the critical incident of
employees behaviour.
This are some information about different workers after collecting
the information.
Worker statement scale
A Informed the supervisor immediately 4
B Become tense on the loss of output 3
C Tried to repair the machine 3
D Complained about poor maintanence 2

9. TRADITIONAL METHODS
5. Field review method-This is an appraisal done by someone outside employees own
department like HR department or any other department by the way of questioning to
individual,groups,superiors e.t.c.
6.Confidential report-It is the descriptive report of an employee Prepared by the
employee’s immediate supervisor.The report highlights the strength and weakness of the
employee.It is usually prepared in the government organization.

10. TRADITIONAL METHODS-
7.Performance test and observation-This is the method by
which the observer check the employees skills and
knowledge by giving them the test and question relates to
skills,knowldege in the test.
8.Essay method-In this rater asked to express the strong as
well as weak point of employees’s behaviour,overall
impression of performance,capabilities and qualities of
performing jobs.

11. MODERN METHODS
1. MBO(management by obective).
2. 360 degree performance method.
3. Psychological appraisal.
4. Assesment centres.

12. MODERN METHODS
1.Management by objective-It means management by obejctive
and
the perfomance is rated against the achievement of
objective.MBO process goes as under:
First step-Establish goals and desired outcome for each
subordinate
Second step-Setting the performance standard for the employee.
Third step-Comparision of actual goals with the desired outcome.
Fourth step-Establish new goals and new strategies for goals not
previously achieved

13. 2. 360 degree feedback- It is a technique through which systematic
collection of performance data about an indiviual ,Group,derived from an
immediate supervisor ,stakeholders,customer.In fact anyone who has
knowledge about how an employee does a job may be one of the
appraiser.
Employee
customer
supervisor
peers
Team
members
Supplier
superiors

14. 3.Assesment centre- It is a technique where managers may
come together to have their participation in job related
activities
evaluated by trainer observers.It is more focused on
observation of
behaviour across a series of selected exercise or samples.
4.Psychological Appraisal- These appraisals are more directed to assess
employees potential for future performance rather than the past one. It is done
in the form of in-depth interviews, psychological tests, and discussion with
supervisors and review of other evaluations. It is more focused on employees
emotional, intellectual, and motivational and other personal characteristics
affecting his performance.