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PERFORMANCE APPRAISAL (PA) (benefits of PA (individual performance…
PERFORMANCE APPRAISAL (PA)
what is PA
a formal system of review and evaluation of
individual or team task performance.
why is PA
needed
exercise control over the activities of the employees through disciplinary actions and management of rewards and promotions and to measure and improve the performance of employees and increase their future potential and value to the company.
provide feedback, improving communication, and
determining how to allocate rewards.
who conducts
PA
The supervisor usually does the appraisal, and
he must be familiar with his basic appraisal
techniques and conduct the appraisal fairly
when is PA
conducted
done at a specific period, like annually or half
yearly or quarterly or maybe regularly. It all depends
upon the nature or size of the organisation
benefits
of PA
individual performance influences
how the firm is doing
clarifies the employee’s role and status
employee can discuss and even
create a developmental plan
motivates employees
provides a structured
process for an employee
statistics can be used to
monitor the success
helps the management in deciding
promotions, transfers and rewards
easy to identify the
under-performers
can retrospectively review the changes
in the performance in future
different
methods
of PA
traditional
Critical Incident Appraisal
Checklist Appraisal
Graphic Rating Scale
Forced distribution appraisal
Paired comparison
Ranking
Rating Scale
modern
Behaviorally anchored rating scales (BARS)
Management by Objectives
360 Degrees Assessment
PA
process
Establish performance
standards with employees
Communicate expectations
Measure actual
performance
Compare actual performance
with standards
Discuss the appraisal
with the employee
Initiate corrective action
if necessary
errors while
conducting PA
Halon/Horn Error
Central Tendency
Leniency/Severity Error
Recent behaviors bias
Sequencing effect
Stereotyping