Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in matters pertaining to his present job and of his potentialities for a better job” Objectives The main purpose of Performance Appraisal are as follows: 1) To determine the effectiveness of employees on their present jobs so as to decide their benefits. 2) To identify the shortcomings of employees so as to overcome them through systematic guidance and training. 3) To find out their potential for promotion and advancement. 4) To judge the effectiveness of selection and placement. 5) To guide and motive self – development of personnel by providing information on how well they are doing. The Evaluation Process: 1) Establish performance standards. 2) Communicate performance expectations to employees. 3) Measure actual performance 4) Compare actual performance with standards 5) Discuss the appraisal with the employee 6) If necessary, initiate corrective action. Methods of Performance Appraisal: The various methods of performance appraisal may broadly be classified into two categories – (i) Trait – based appraisal, and (ii) Appraisal by results. Managers have been evaluated against standards of personal traits and work characteristics. The traits generally considered are as follows: Traits used in Apprasing Personnel Ability to delegate Ability to sell ideas Acceptability Accuracy Adaptability Ambition Analytical ability Attitude Ability to learn Ability to supervise Character Commands Confidence & respect Co – operativeness Creative ability Co – ordination Decisiveness Educational Level Emotional Stability Enthusiasm Foresight Habits Health Human relations Imagination Imagination Industriousness Initiative Integrity Job knowledge Job performance Judgement Leadership Loyalty Maturity Oral expression Organising ability Originality Perseverance Personal apperance Personality Physical energy Planning Product Knowledge Quality of work Quantity of work Reliability Resourcefulness Responsibility Self confidence Sense of humour Tactfulness Thoroughness Training of personnel Vision Written expression (ii)Appraisal by results: The distinctive feature of this approach is that a person’s performance is measured against specific predetermined goals. Conclusions are based on observation and evidence of performance rather than on the superior’s opinions. At the outset we have to appraise based on the above traits for Managers. Performance criteria for GMs 1.Ability to plan, delegate, control and co-ordination , 2.Knowledge of job 3. Clarity about objectives 4.Cost consciousness and result. 5.Power of expression written verbal 6.Decision – Making 7.Comprehension 8.Resource fullness 9.Co-operation 10.Leadership 11.Manners 12.Organising ability 13.Understanding and conformity with policy 14.Judgement 15.Employee relationship 16.Sociability 17.Ability to run a meeting 18.Knowledge & Execution of responsibilities 19.Attiutde towards work 20.Loyalty 21.Initiative 22.Quality and dependability 23.Quantity of work 24.Planning, organizing, and controlling 25.Developing people 26.Integrity 27.Creativity Performance Criteria: For Middle - Level 1. Departmental performance 2. Total cost per unit in a given period 3. Rational use of overhead facilities 4. Degree of clarity about corporate goals and polices among supervisors 5. Co-ordination among supervisors 6. Degree of upward communication from supervisors. For Front Line Supervisors: 1. Quantity and quality of output in a given period 2. Labour cost per unit of output in a given period 3. Material cost per unit in a given period 4. Rate of absenteeism and turnover of employees 5. Manshifts lost due to stoppage of work 6. Number of accidents in a given period
Posted on: Mon, 29 Dec 2014 16:33:30 +0000
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