PERFORMANCE

APPRAISAL

BY TEAM- GRYFFINDOR
 THINGS TO BE DISCUSSED
What is performance ?
What is performance appraisal ?
What is performance management ?
Methods of performance appraisal….
Performance is
defined as the
degree of
accomplishment of
task by an
individual in his job.
Performance appraisal is the
process of obtaining,
analyzing and recording
information about relative
worth of an employee to the
organization.
 Activities which ensure that
goals are consistently being
met in an effective and
efficient manner.
 Focuses on performance of
the organization, a
department, processes to
build a product or service,
employees, etc..
 PERFORMANCE MANAGEMENT PROCESS

Development Tool

Administrative Tool
TECHNIQUES OF
PERFORMANCE
APPRAISAL
COMMON TRAIT METHOD
OF
APPRAISAL

GRAPHIC RATING SCALE

FORCED CHOICE METHOD

ESSAY EVALUATION METHOD

 GRAPHIC RATING SCALE METHOD

This method requires the

rater to rate the employee
on factors like…..
Quantity & quality of work
Job knowledge
Dependability
Punctuality
Attendance
 Graphic Rating Scale

Employee name_________ Dep't_______

Rater’s name ___________ Date________
------------------------------------------------------------------------
Exc. Good Acceptable Fair Poor
5 4 3 2 1 _
Dependability
Initiative
Overall output
Attendance
Attitude
Cooperation
Total score
 FORCED CHOICE METHOD

 In this method appraisal is

required to assign ranks to
different attributes of the
employee.
 These attributes are seemingly
positive, but have different
weights which are unknown to
the appraiser.
 Once the attributes are ranked
the HR department applies the
weights.
 Forced choice method
DESCRIPTION OF ATTRIBUTES RANK

The employee is sociable. ____

The employee is fast decision maker ____
The employee is open to feedback& criticism ____
The employee is good team-player ____
The employee is motivated by rewards ____
The employee take initiative & is a problem solver. ____
The employee exhibits good leadership skills ____
 ESSAY EVALUATION METHOD
 The appraiser prepares a
document describing the
performance of the employee.
 It focuses on…
 job knowledge & potential
of employees
 employees’
understanding of policies,
programs, aims, etc of
the company.
 the employee’s relation
with his/her co-workers &
superiors.
 the employee’s general
planning, organizing &
controlling ability.
 the attitudes &
perceptions of employees
in general.
 Essay evaluation form
HR department can design questions as follows and send to line manager for
appraising.
1. Please give examples of the employee’s ineffective behavior
——–
——–
2. Please give examples of the employee’s effective behavior
——–
——–
3. What steps have been taken (or will be taken) to modify ineffective behavior?
——–
——–
4. Does the jobholder’s job description need revision? And how to?
——–
——–
5. What are additional comments related to the conditions and circumstances of
effective/ineffective behavior?
——–
——–
6. Jobholder’s comments
——–
——–
COMMON BEHAVIORAL METHOD
OF APPRAISAL

• CRITICAL INCIDENT METHOD

• WEIGHTED CHECKLIST METHOD

• BEHAVIORALLY ANCHORED RATING

SCALE METHOD (BARS)

• BEHAVIORAL OBSERVATION SCALE

METHOD (BOS)
 CRITICAL INCIDENT METHOD

 Appraisal makes a note of all

the critical incidents that
reflects the performance or
behavior of the employee
during the appraisal period.
 This are recorded as & when
they occur.
 This can demonstrate either
positive or negative traits of
performance.
 At the end of the appraisal
period this record forms basis
of evaluation of the
performance of the employee.
 Critical Incident method

Ex: A fire, sudden breakdown, accident

Workers reaction scale

A informed the supervisor immediately 4

B Become anxious on loss of output 3
C tried to repair the machine 2
D Complained for poor maintenance 1
 WEIGHTED CHECKLIST METHOD

 In this method rater has to

respond “yes” or ”no” to a set of
questions which asses the
employees’ performance &
behavior.

 Normally weights are attached to

each of this questions based on
which the final appraisal of the
employee is calculated.
 CHECKLIST AND WEIGHTED
CHECKLIST

 Is the employee really interested in the task

assigned? Yes/No
 Is he respected by his colleagues (co-
workers) Yes/No
 Does he give respect to his
superiors? Yes/No
 Does he follow instructions
properly? Yes/No
 Does he make mistakes
frequently? Yes/No
 BEHAVIORALLY ANCHORED RATING SCALE

 It concentrates on the behavioral traits

demonstrated by the employee instead of
his actual performance.
 It consists of three steps:
 Determination of relevant job
dimensions by the manager and the
employee.
 Identification of behavioral anchors by
the manager and the employee for
each job dimension.
 Determination of scaled values to be
used and grouping of anchors for
each scale value based on
consensus.
 BARS……….
Performance Points Behavior

Extremely good 7 Can expect trainee to make valuable suggestions for

increased sales and to have positive relationships with
customers all over the country.

Good 6 Can expect to initiate creative ideas for improved sales.

Above average 5 Can expect to keep in touch with the customers
throughout the year.

Average 4 Can manage, with difficulty, to deliver the goods in

time.

Below average 3 Can expect to unload the trucks when asked by the
supervisor.

Poor 2 Can expect to inform only a part of the customers.

Extremely poor 1 Can expect to take extended coffee breaks and roam
around purposelessly.
 BEHAVIORAL OBSERVATION SCALE

 It is the performance appraisal method

that measures the frequency of observed
behavior.

 It is the frequency rating of critical

incidents that worker has performed.
The example of questionnaires below designed for a Hotel Receptionist

a. Right question, scale of measurement, and scale attribution for GOOD

BEHAVIOR
Say “Thank you for your visits” to the customer who leaves the hotel
1 (never) 2 3 4 5 (always)

b. Right question and scale attribution, but wrong scale of measurement for
BAD BEHAVIOR
Show the "sad face" to the customer
1 (never) 2 3 4 5 (always)

c. Right question, scale of measurement, and scale attribution for BAD

BEHAVIOR
Show the "sad face" to the customer
1 (always) 2 3 4 5 (never)

d. WRONG QUESTION, Wrong question, scale of measurement, and scale

attribution
Perform an English conversation with foreigner
1 (poor) 2 3 4 5 (very good)
Note:
The difference between b and c questions is on the scale attribution
(always for score-5 in b, an never for score-5 in c)
A brief explanation must be provided for each scale in all questions.
The details should be made based on the PRELIMINARY
OBSERVATION Critical Incident Technique (CIT)is a recommended
technique for this purpose).

For example:
Right question, scale of measurement, and scale attribution for BAD
BEHAVIOR
Show the "sad face" to the customer
1 (always) 2 3 4 5 (never)
Where:
1 (always) : more than 80% of customer in a day
2 : 60%-79% of customer in a day
3 : 40%- 59% of customer in a day
4 : 10% -39% of customer in a day
5 : 0%-9% of customer in a day
COMMON RESULT BASED APPRAISAL
METHODS

MANAGEMENT BY
OBJECTIVE (MBO)

HUMAN RESOURCE
ACCOUNTING METHOD
 MANAGEMENT BY OBJECTIVE (MBO)

 This method evaluates employee

job performance in terms of the
extent to which the employees
achieve each of his/her goals
during a specified period of times.

 The goals are set with the active

participation of the employee & his
supervisor.

 These goals have to be in

alignment with the organizational
goals & have to contribute to their
achievement .
 PA UNDER A MBO PROGRAMME
Step 5a:
Step 1: Inappropriate
Org. goals goals/ standards
& standards deleted
Step 5b:
New inputs are then
Step 2:
provided
Dpt. Goals
& standards Step 3:
Spvr lists
goals & standards
Step 4:
Mutual
agreement
Step 3:
Sbt. proposes
goals & standards
Step 7:
Review org.
performance
Step 6: Step 5:
Final Interim
review review
 HUMAN RESOURCE ACCOUNTING METHOD

 It considers employee as a valuable

assets of any organization.

 This asset can be valued in

monetary terms.

 It deals with cost & contribution of

HRs in the organization
 360 DEGREE FEEDBACK

 It is a system or process in
which employees receive
confidential, anonymous
feedback from the people who
work around them.

 It is also called "multi-rater

feedback,"
360 DEGREE FEEDBACK
 CONCLUSION

Training &
Development

P Compensation
A
Career
Planning
 THE GRYFFINDORS

 SUKANYA ROY CHOWDHURY

 PALLABI GOSWAMI
 ABHIRUP ROY CHOUDHURY