Methods of Preformance Apprisal
7/8/13
Performance Appraisal Methods | Human Resources Management
Performance Appraisal Methods
“It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System, Reasons and Measures of future performance “It is formal, structured system of measuring, evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee, organization and society all benefits.”
Meaning of Performance Appraisals
Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviors as a part of assessment because behaviors do affect job results.
Performance Appraisals and Job Analysis Relationship
Job Analysis à Describe the work and personnel requirement of a particular job. Performance Standards à Translate job requirements into levels of acceptable or unacceptable performance Performance Appraisals Describe the job relevant strengths and weaknesses of each individual.
Objectives of Performance Appraisals
Use of Performance Appraisals 1. 2. 3. 4. 5. 6. 7. 8. Promotions Confirmations Training and Development Compensation reviews Competency building Improve communication Evaluation of HR Programs Feedback & Grievances
4 Goals of Performance Appraisals
General Goals Developmental Use Specific Goals Individual needs Performance feedback Transfers and Placements Strengths and Development needs Administrative Decisions / Uses Salary Promotion Retention /
Performance Appraisal Methods | Human Resources Management
Performance Appraisal Methods
“It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System, Reasons and Measures of future performance “It is formal, structured system of measuring, evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee, organization and society all benefits.”
Meaning of Performance Appraisals
Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviors as a part of assessment because behaviors do affect job results.
Performance Appraisals and Job Analysis Relationship
Job Analysis à Describe the work and personnel requirement of a particular job. Performance Standards à Translate job requirements into levels of acceptable or unacceptable performance Performance Appraisals Describe the job relevant strengths and weaknesses of each individual.
Objectives of Performance Appraisals
Use of Performance Appraisals 1. 2. 3. 4. 5. 6. 7. 8. Promotions Confirmations Training and Development Compensation reviews Competency building Improve communication Evaluation of HR Programs Feedback & Grievances
4 Goals of Performance Appraisals
General Goals Developmental Use Specific Goals Individual needs Performance feedback Transfers and Placements Strengths and Development needs Administrative Decisions / Uses Salary Promotion Retention /