Learn Management the Easy Way with the Help of Downloadable Power-point Presentations - Learn at Your Own Pace.

1. Learn Management the Easy Way with the Help of Downloadable Power-point Presentations - Learn at Your Own Pace. • The Presentation contains Animation. To View the Course please run the “Slide Show”. • You Can Run the Slide Show by Using any one of the following options: • Click on the “Slide Show” in top menu bar, OR • Press the F5 Key • Register Now& Download Your Set of6 Free Power-point Presentations with total of more than 1,000 Slides. ManagementStudyGuide.com

2. Performance Appraisals

3. Objective Explain what is Performance Appraisal Describe the purpose of Performance Appraisal Define Goals and Work Efforts Define Performance Criteria Explain the steps in Performance Appraisal Process Describe Who Should Do the Appraising Explain the various methods of Performance Appraisal Explain the importance of Appraisal Interview Explain the Requirements of an Effective Appraisal System Describe the errors of Performance Appraisal

4. Introduction Yes, that’s true. But, he doesn’t have anything to show as far as work goes. You’re the best! Of Course! They will! Did you forget ‘Performance Appraisals’? It’s just that he is so good at impressing people. He is forever being sweet and nice and doing sweet talking. Michael, I am hoping I get the promotion to the Senior Manager position that has opened in my department. Who knows? Maybe they would choose Tom instead. Oh yes! Now, I am feeling a lot better hearing that! I hope they remember that he just sweet talks. I just hope they see that I am the one who has brought them their best projects. Hey Chris, what happened? Why are you so tense? Of Course! You will! Why not? Why him of all the people?

5. Introduction • What is Michael talking about? Why is Chris feeling better hearing about ‘Performance Appraisals’?

6. Introduction Chris ‘Performance Appraisals’ will help Chris’s management to record and measure the performance of each of its employees So, when the decision of choosing the new Senior Manager has to be taken, they can rely on the results of the ‘Performance Appraisals’ to choose the most suitable candidate So, Chris feels better that during the ‘Performance Appraisals’, he will be able to clearly outshine Tom, as Chris is definitely a better performer than Tom Let us learn more about ‘Performance Appraisals’

7. What is Performance Appraisal? Performance Appraisal (PA) is the process that is used to evaluate the personality, performance and potential of the employees of an organization It is a process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvement Hence, it is a system of review and evaluation of job performance to assess accomplishments and to evolve plans for development

8. Purpose of Performance Appraisal - For the Employee • Offers direction Provides feedback about their performance • Provides inputs for improvement • Offers motivation for future level of effort and task direction Clarifies task perception of the employee

9. Purpose of Performance Appraisal - For the Organization/Management • Ensures proper documentation of performance • Offers Legal protection • Creates a motivation system • For decisions relating to promotions, firings, layoffs, and merit pay increases • Provides input for training and development needs

10. Defining Goals and Work Efforts The best defined goals are ‘SMART’ goals which are: S M Specific and clearly state the desired results A R Measurable in answering “how much” T Attainable and not too tough or too easy Relevant to what’s to be achieved Timely in reflecting deadlines and milestones

11. Steps in Appraisal Process Setting & Communicating Performance Standards • Plan the Performance • Identify & Communicate Performance Goals • Establish Performance Criteria • Anticipate & Consider • Problems in Performance Appraisal • Effective Performance Appraisal System • Determine • Appraisal Period and Methods • Responsibilities for Appraisal Measuring Standards Comparing Standards Examine Work Performed • Management Support • Coaching • Training and Development Discussing Results Appraise the Results Taking Corrective Standards • Conduct Appraisal Interview • Discuss Goals for next Period

12. Performance Appraisal Methods - Behaviourally Anchored Rating Scales (BARS) In this method the supervisor rates employees according to items on a numerical scale. BARS helps to overcome errors in performance appraisals that occur while using a graphic rating scale

13. Performance Appraisal Methods - Multi-Rater Assessment or 360 Degree Feedback • • • The HR department provides results to the employee. The results help the employee to understand how his opinion differs from those of the group doing the assessment The managers, peers, customers, suppliers, or colleagues are asked to complete questionnaires on the employee being assessed The person or employee being assessed is also required to complete a questionnaire

14. Appraisal/Feedback Interview He should develop an action plan from the information gathered There are a few key points that a manager or appraiser should keep in mind for conducting an Appraisal Interview, such as: He should encourage the employee to talk as well He should be direct and specific He should never get personal

15. Learn Management the Easy Way with the Help of Downloadable Power-point Presentations - Learn at Your Own Pace. Just Download the Presentation and Run the Slide-Show. This is a DEMO Course On – Performance Appraisal. The Complete Course Consists of 90 Slides. Click here to Register Now& Download Your Set of6 Free Powerpoint Presentations with total of more than 1,000 Slides.75 Courses Added So far with more than 15,000 Slides+New Courses Added Every Week. – Click here to Go to All Courses ManagementStudyGuide.com