Documente Academic
Documente Profesional
Documente Cultură
It involves:
Document accomplishments.
Central tendency
Halo/horn effect
Perceptual set
Methods of PA
Past method
• Rating scales
• Forced distribution
• Critical incident
• Field review
• Essay method
Future oriented
• management by objectives
• assessment centers
Process of PA
Select performance factors (based on job description) to be
evaluated and set the standards to be achieved
Set the performance review period
Measure actual performance
Compare performance with set standards and rate it with a
suitable scale
Communicate the rating to the appraisee
Reviewer
Self-assess,
Sup-assess, assess
Freeze
Mtx mgr comments,
Select reviewer
Appraisee
Finalize Input
Define/ Enter appraiser feedback: Biz-HR
by Sup, for
feedback on Satisfied Comments
Update/ freeze normali
behavior, Y/N
KRA zation
Delete promotion etc,
KRA by
appraise
and
appraiser
Process Flow
Primary Supervisor / Matrix Manager/ Client
Appraisee Reviewer
Appraiser Manager
Start
Complete feedback
form and submit it to
Primary Supervisor
Define Own KRAs Freeze Appraisee’KRAs
Submit self
evaluation against Evaluate performance
KRAs and self against KRAs and refer
evaluation form to self feedback form , Martix
Primary Supervisor Manager and client
Manager evaluation.
Annual Appraisal provide
Rating
Review the evaluation/
discuss with Primary
Supervisor and make
changes if any
Face-to-face discussion
Appraisee and Primary
Supervisor
Set/Review KRA for Face-to-face discussion
next appraisal cycle Appraisee and
Reviewer
Biz HR will Share the
review comments with
Appraisee
Normalization Meeting
(Will be held only for
annual Appraisals)
End
Work accomplished:
Sorting of KRA data of H1 period, grouping the imperatives
according to the grade -wise and find out if there is any
pattern followed. Also note the differentiating factors
pertaining to each grade.