1 / 9

Design Performance Appraisal For Better Performance

Design Performance Appraisal For Better Performance. What is Performance Appraisal. Performance appraisal at its basic means to examine the performance of the employee and figure out ways to enhance it. If the PA of the organization is not perfectly design, it can lead to serious problem.

reuel
Télécharger la présentation

Design Performance Appraisal For Better Performance

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Design Performance Appraisal For Better Performance www.pptmart.com

  2. What is Performance Appraisal • Performance appraisal at its basic means to examine the performance of the employee and figure out ways to enhance it. • If the PA of the organization is not perfectly design, it can lead to serious problem. • In order to tackle the problem of Post appraisal resentment a near – perfect PA system should be put to use. www.pptmart.com

  3. Feature of a better PA • It should be aimed at providing transparency in the system. • It should be rewarding in nature rather than being punishing. • Emphasis should be on highlighting the weak areas • It should not be a exercise for the name sake. • The incumbent should be aware of the productivity which is expected out of the job. www.pptmart.com

  4. Design of PA Role of Concern Department and HR department should be clear www.pptmart.com

  5. How IT will lead to better Performance • The CLARITY in expectancy will spell out clearly that what kind of performance is expected out of the individual and what is his expectancy. • If expectation can be matched then Performance inches towards the perfection. • The purpose of PA should be very clear i.e. is it rewarding in nature or it is to check any deviation and developmental purpose. • In any case WHO is going to rate WHOM should be very clear (Positions) i.e. in 360 degree all the relevant positions www.pptmart.com

  6. Contd. • The appraise should be interviewed for his view and his expectations of the Appraisal being conducted. • All the process of Appraisal should be very clear and transparent, the incumbent should have access to the steps and reports. • Post – appraisal interview should be done to figure out the opinion of the employee and slog out any misunderstanding. www.pptmart.com

  7. Contd. • FEEDBACK should be given to the employee who has been appraised • FEEDBACK should be constructive in nature. • MEASURES to Improve / Enhance the performance should be device. www.pptmart.com

  8. Contd. • PA should be on-going process. • The role of the Concern Dept.. and HR should be clear. • There shouldn't be any CONFLICT of interest. www.pptmart.com

  9. PERFORMANCE IS ALWAYS MEASURED IN TERMS OF RESULTS AND NOT EFFORTS Thank you www.pptmart.com

More Related