Performance Appraisal 223m3m
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Performance Appraisal
What is Performance Appraisal?
Performance Appraisal is an objective assessment of an individual’s performance against well defined benchmarks. It is the systematic evaluation of the individual with respect to his or her Performance on the job and his or her potential for development. The other used for Performance Appraisal are Performance rating,employee assessment,employee performance review,personnel Appraisal,Performance evaluation,employee evaluation and merit rating.
Performance Appraisal is not done in isolation. It is linked to job analysis.
Job analysis
Describes work and personnel Requirement of a particular job
Performance standards
Translates job requirements Into levels of acceptable or unacceptable performance.
Performance appraisal
Describe the job relevant Strengths and weaknesses Of each individual
Objectives of Performance Appraisal
To effect promotions based on competence and performance.
To assess the training and development needs of employees.
To decide upon a pay scale where regular pay scales have not been fixed.
To let the employees know where they stand insofar as their performance is concerned and assist them with constructive criticism and guidance for the purpose of their development.
To improve communication. Performance Appraisal provides a format for dialogue between the superior and the subordinate,and improves understanding of personal goal and concerns.
Finally PA could be used to determine whether HR programmes such as selection,training,and transfers have been effective or not
Appraisal Process Objectives of performance appraisal
Establish job expectations
Design an appraisal programme
Appraise performance
Performance interview
Use appraisal data for appropriate purpose
Appraisal of potential at philips
More and more of organisations are trying to assess potential of their employees,particularly at the managerial level.Cadbury India,Sandoz,Philips and P&G are a few of the companies which seek to tap managerial potential. At philips a two by two matrix is used to assess performance and potential to perform.The vertical axis measures potential while the horizontal actual performance.
Problem children ?
stars
Solid citizens
woL
Planned seperations
NET OP
Low
PERFORMANCE
High
Low potential-low performance- The employees are considered as question marks. High potential-low performance- These are problem children High potential-high performance- These are the star performers. Low potential-high performance- These are called the solid citizens.
How Performance Appraisal can contribute to firm’s competitive advantage? Strategy and behaviour
Values and behaviour
Improving performance
Competitive advantage
Minimising dissatisfaction And turnover
Making correct decisions
Ensuring legal compliance
Challenges of Performance Appraisal
Create a culture of excellence that inspires every employee to improve and lend himself or herself to be assessed. Align organisational objectives to individual aspirations. Clear growth plans for talented individuals. Provide new challenges to rejuvenate careers that have reached the plateau stage.
Empower employees to make decisions without the fear of failing.
Embed teamwork in all operational processes.
Legal issues associated with Performance Appraisal
Performance Appraisal data are used to make many important HR decisions.The Appraisal system is a common target of legal disputes by employees involving charges of unfairness and bias. There are several recommendations to assist employees in conducting fair Performance Appraisal and avoiding legal suits.
Legally defensible Appraisal procedure- all personnel decisions should be based on a formal standardised Performance Appraisal system.
Legally defensible Appraisal content- any Performance Appraisal content should be based on job analysis and Appraisals based on traits should be avoided.
Legally defensible documentation of Appraisal results- a thoroughly written record of evidence leading to termination decisions should be maintained.
Legally defensible raters- the raters should be trained ‘how to use an Appraisal system’.
What is Performance Appraisal?
Performance Appraisal is an objective assessment of an individual’s performance against well defined benchmarks. It is the systematic evaluation of the individual with respect to his or her Performance on the job and his or her potential for development. The other used for Performance Appraisal are Performance rating,employee assessment,employee performance review,personnel Appraisal,Performance evaluation,employee evaluation and merit rating.
Performance Appraisal is not done in isolation. It is linked to job analysis.
Job analysis
Describes work and personnel Requirement of a particular job
Performance standards
Translates job requirements Into levels of acceptable or unacceptable performance.
Performance appraisal
Describe the job relevant Strengths and weaknesses Of each individual
Objectives of Performance Appraisal
To effect promotions based on competence and performance.
To assess the training and development needs of employees.
To decide upon a pay scale where regular pay scales have not been fixed.
To let the employees know where they stand insofar as their performance is concerned and assist them with constructive criticism and guidance for the purpose of their development.
To improve communication. Performance Appraisal provides a format for dialogue between the superior and the subordinate,and improves understanding of personal goal and concerns.
Finally PA could be used to determine whether HR programmes such as selection,training,and transfers have been effective or not
Appraisal Process Objectives of performance appraisal
Establish job expectations
Design an appraisal programme
Appraise performance
Performance interview
Use appraisal data for appropriate purpose
Appraisal of potential at philips
More and more of organisations are trying to assess potential of their employees,particularly at the managerial level.Cadbury India,Sandoz,Philips and P&G are a few of the companies which seek to tap managerial potential. At philips a two by two matrix is used to assess performance and potential to perform.The vertical axis measures potential while the horizontal actual performance.
Problem children ?
stars
Solid citizens
woL
Planned seperations
NET OP
Low
PERFORMANCE
High
Low potential-low performance- The employees are considered as question marks. High potential-low performance- These are problem children High potential-high performance- These are the star performers. Low potential-high performance- These are called the solid citizens.
How Performance Appraisal can contribute to firm’s competitive advantage? Strategy and behaviour
Values and behaviour
Improving performance
Competitive advantage
Minimising dissatisfaction And turnover
Making correct decisions
Ensuring legal compliance
Challenges of Performance Appraisal
Create a culture of excellence that inspires every employee to improve and lend himself or herself to be assessed. Align organisational objectives to individual aspirations. Clear growth plans for talented individuals. Provide new challenges to rejuvenate careers that have reached the plateau stage.
Empower employees to make decisions without the fear of failing.
Embed teamwork in all operational processes.
Legal issues associated with Performance Appraisal
Performance Appraisal data are used to make many important HR decisions.The Appraisal system is a common target of legal disputes by employees involving charges of unfairness and bias. There are several recommendations to assist employees in conducting fair Performance Appraisal and avoiding legal suits.
Legally defensible Appraisal procedure- all personnel decisions should be based on a formal standardised Performance Appraisal system.
Legally defensible Appraisal content- any Performance Appraisal content should be based on job analysis and Appraisals based on traits should be avoided.
Legally defensible documentation of Appraisal results- a thoroughly written record of evidence leading to termination decisions should be maintained.
Legally defensible raters- the raters should be trained ‘how to use an Appraisal system’.
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