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Appraisal

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					     WHY ARE MANY
PERFORMANCE APPRAISAL
  SYSTEMS INEFFECTIVE?
        A Presentation By:
    MUHAMMAD ZAEEM ZOQI
PERFORMANCE APPRAISAL SYSTEMS

A structured formal interaction between a
 Subordinate and a Supervisor.
Examination and Judgment of Subordinate’s
 performance.
Identification of an employee’s :
   - Strengths
   - Weaknesses
   - Skills
   - Opportunities
BASIC PURPOSE OF PERFORMANCE
APPRAISAL SYSTEMS

 Evaluation System
   - To identify a performance gap (if any)
   - To identify Better performers.
   - To identify Poor performers.
 Feedback System
   - To inform the employee about his/her
     performance
         OTHER PUPOSES

 To build stronger and closer relationships.
 To discover what employees are thinking.
 To set objectives for future performance.
 To let employees know what is expected.
 To reveal employee’s ideas, feelings or
  problems
     APPRAISAL METHODS

 Rating Scales
     - Internal Rating
     - External Rating
 Essay Methods
 Results Oriented
BENEFITS OF APPRAISAL SYSTEMS


 Employee Evaluation
 Motivation and Satisfaction
 Training and Development
 Recruitment and Induction
    WHAT GOES WRONG

 Employees feel like a Failure.
 It becomes a sort of a rating lottery.
 Underestimation or Overestimation.
 Incongruence .
 Wrong Perceptions.
 Distinction Levels
 CONFLICTS AND CONFRONTATIONS


 Angry or Hurt employee.
 Blunt Statements or Accusations.
 Adversarialism.
 Denial and Resentment.
 Criticism
SOME COMMON MISTAKES

 Lack of support from top
  management levels.
 Judgement Aversion.
 Feed-Back Seeking.
 To perceive it as an Isolated process.
 Inferiority.
           BIAS EFFECTS

 Same appraisal results year in and
  out.
 Results tend to become Self-fulfilling.
 In-groupers and Out-groupers.
         CONCLUSION

 Awareness Training.
 Development of poor performers.
 Counseling, Transfer or Termination.
 Employee Participation.
 Stressing Importance

				
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posted:8/19/2012
language:English
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