performance appraisal

1. PERFORMANCE APPRAISAL Presented by: X Y

2. CONTENT Introduction 01 Objectives 02 Benefits 03 Limitations 04 Importance 05 Common Errors 06

3. INTRODUCTION Performance Appraisal is a periodic process in which an employee's job performance is documented and evaluated. An employee's immediate manager most often conducts performance appraisals. Performance appraisals are a part of career development. It's a crucial tool for organizations to assess individual and team performance, identify areas for improvement, and inform decisions regarding promotions, salary increases, and disciplinary actions.

4. Conducting the Appraisal Post-appraisal Activities Pre-appraisal Preparation 02 01 03 THE PROCESS OF PERFORMANCE APPRAISAL • Gather facts and objective data • Discuss strengths and weaknesses • Set future goals and development • plans • Set clear goals and objectives • Establish rating scales and criteria • Prepare necessary documents • Document the appraisal • Provide feedback to the employee • Follow up on action plans

5. provide feedback to employees OBJECTIVES enhance motivation of employees increase the efficiency of the organisation clarifying the expectations of subordinates improve employee engagement and satisfaction facilitate management-employee communication reduce inefficiencies that arise from subordinate work discussion on pay, career development and progression, and employee discipline

6. BENEFITS enhance the motivation of employees improving organisational effectiveness and employee productivity helps in career planning by aligning employee aspirations with organizational opportunities provides objective data for promotions, raises, and terminations encourages open dialogue between managers and employees

7. LIMITATIONS biasness of the authority can lead to unfair evaluations legal issues may arise due to discrimination or wrongful termination the process may be time consuming for both manager and employees ratings might not accurately reflect true job performance appraisals may not reliably predict future job performance

8. IMPORTANCE OF PERFORMANCE APPRAISAL provides employees with constructive feedback to improve job performance motivates and encourages employees to strive for excellence helps employees set goals and plan for career advancement helps organizations allocate resources effectively

9. The Halo Effect The Leniency Effect The Central Tendency Effect 01 02 03 COMMON ERRORS tendency of the rater to allow few particularly dominant traits of the worker’s performance to influence his ratings on the other traits or factors. depending on the rater’s state of mind during performance appraisal, they may rate performances leniently. occurs when appraisers rate all employees as average on all trais in order to avoid giving extremely high or low rating. IN PERFORMANCE APPRAISAL

10. The Stringency Effect The Recency Effect The Primacy Effect 04 05 06 COMMON ERRORS tendency of the rater to rate performance lower than it actually is. happens when the appraiser gives greater weightage to recent occurrences than earlier performances. the appraiser’s first impression of a candidate may affect all the subsequent evaluations of the candidate’s performances. IN PERFORMANCE APPRAISAL

11. SOURCES https://en.wikipedia.org/wiki/Performance_appraisal https://www.expertstudyguides.com/docs/psychology/industrial-organizational_psychology/performance_appraisal/ https://www.siop.org/wp-content/uploads/2024/07/18_Performance-Appraisal-and-Management.pdf https://www.slideshare.net/slideshow/performance-appraisal-industrial-psychology/45228570#17 https://www.slideshare.net/slideshow/performance-appraisal-4379141/4379141 https://www.slideshare.net/slideshow/performance-appraisal-29791461/29791461

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