2. Objectives
Participants
Procedures
Reviewing Performances
Producing an Action Plan
3. To review employee performance over given
period of time.
To judge gap between actual and desired
performance.
To diagnose individual strengths and
weaknesses of employees.
4. Improves relationships between manager and
employee.
Reduces employee grievances
Enables management to devise effective
training and development plan.
6. Prepare
- HR dept to prepare all
materials, records, achievements, incidents
etc.
- Anything pertaining to performance and
achievement is used.
7. Inform the Appraisee
- Ensure appraisee is informed of suitable
time and place.
- Clarify purpose and type of appraisal.
8. Review & Measure
- HR dept managers/supervisors review
activities, tasks, objectives and
achievements one by one.
- Distinct issues are raised one by one.
9. Agree an action plan
- Overall plan should be agreed with
appraisee, taking into account job
responsibilities and employee strengths and
weaknesses.
- Plan can be made short, medium or long
term.
- Plan must be agreed and realistic!
10. Comparing with desired criteria
- Actual performance is compared with
desired performance criteria.
- Result can show actual performance being
more or less than desired performance.
11. Discussing results
- Results, problems and possible solutions
discussed.
- Feedback should be given with a positive
attitude – this can affect employee’s future
performance.
- Purpose should be to solve problems faced
and motivate employee to do better.
12. Methods of Assessing
Performance
- Ask employee to list 5-10 expectations that
they hope to achieve during the following
year.
- Sales manager then assesses whether
expectations have been met on a quarterly
basis.
13. - Use numerical scale rating system:
managers will score employee against a
number of attributes / objectives.
- 360° Appraisal: employees receive
assessments from manager, peers and
customers whilst performing self-
assessment. This forms good
communication patterns.
14. Discussion with line manager
- Provides opportunity to give complete
feedback on an employee’s performance
from both participants.
- Enables employee to talk about any issues
faced, or to ask questions.
16. Factors affecting performance
-Quantitative measures:
- number of complaints made;
- number of sales;
- sales revenue achieved (per quarter);
- number of calls made
17. Factors affecting performance
- Other:
- prospecting ratio;
- new accounts;
- number of new and current customers;
- expenses-to-sales ratio;
- sales by calls/customer type/product.
18. - A detailed action plan is produced as part of
appraisal process.
- Action plan is ALWAYS agreed between
employee and manager.
- Consists of:
- setting realistic objectives;
- identifying staff training and
development needs.
19. - Training analysis made, based on:
- what employee has learnt;
- what employee has not been taught;
- what employee needs to be trained on;
- Action plan reviewed on an agreed basis.
The key purpose of a performance appraisal is to objectively measure what an employee does at work.A successful performance appraisal measures an employee’s value to the company and provides guidelines to improve the current performance and potential of the employee. It also reduces the grievances of the employees and helps to improve relationships between employers and employees.
It’s also important to give the appraisee the chance to assemble data and relevant performance and achievement records and materials.
If the actual performance is more or less than the desired performance, this can be depicting a negative deviation in the organizational performance.
The results of the appraisal should be communicated and discussed with the employees.
