Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
• Identify staff with promotional & incremental
possibilities
• Set performance objectives
• Help improve current performa...
• Graphic Rating Scales :
Table: Typical Graphic Rating Scale
Employee Name................... Job title ....................
Ranking Method :
Performance Points Behavior
Extremely good 7 Can expect trainee to make valuable suggestions for increase...
• Paired Comparison Method
• Checklist Method
• Critical Incident
• Essay Method
A process whereby the superior and subordinate of
the organization jointly identify its common
objectives, define each ind...
Internal
Customers
“Boss”
Peers
External
Customers
Team
Members
Self
Feedback
collected from
Using a specially
designed to...
1. Bias
2. Comarison Rating
3. Central Tendency
4. Recency Effect
5. Favoritism
6. Personal Prejudice
By-
Priya Verma
Performance Appraisal Objective & methods
Performance Appraisal Objective & methods
Upcoming SlideShare
Loading in …5
×

Performance Appraisal Objective & methods

Find here the objective, methods, types, drawbacks etc. regarding Employee performance appraisal.

Related Books

Free with a 30 day trial from Scribd

See all
  • Be the first to comment

  • Be the first to like this

Performance Appraisal Objective & methods

  1. 1. • Identify staff with promotional & incremental possibilities • Set performance objectives • Help improve current performance • Assess past performance • Provide feedback on performance • Identify training & development needs • Allocate rewards • Assist in career planning decisions
  2. 2. • Graphic Rating Scales : Table: Typical Graphic Rating Scale Employee Name................... Job title ................. Department ......................... Rate ............... Data .................................. Quantity of work: Volume of work under normal working conditions Unsatisfactory (1) Fair (2) Satisfacto ry (3) Good (4) Out Standi ng (5) Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job A clear understanding of the factors connected with the job Attitude: Exhibits enthusiasm and cooperativeness on the job
  3. 3. Ranking Method : 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.
  4. 4. • Paired Comparison Method • Checklist Method • Critical Incident • Essay Method
  5. 5. A process whereby the superior and subordinate of the organization jointly identify its common objectives, define each individual’s major areas of responsibility. 1. Establishment of Goals 2. Setting the performance standard 3. Actual level of job attainment is compared with the goals agreed upon. 4. Establishing new goals and new strategies for goals not previously attained.
  6. 6. Internal Customers “Boss” Peers External Customers Team Members Self Feedback collected from Using a specially designed tool Anonymously
  7. 7. 1. Bias 2. Comarison Rating 3. Central Tendency 4. Recency Effect 5. Favoritism 6. Personal Prejudice
  8. 8. By- Priya Verma

×