WHY ARE MANY PERFORMANCE APPRAISAL SYSTEMS INEFFECTIVE

PERFORMANCE APPRAISAL SYSTEMS

1.       A structured formal interaction between a Subordinate and a Supervisor.

2.       Examination and Judgment of Subordinate’s performance.

3.       Identification of an employee’s:

       - Strengths

       - Weaknesses

       - Skills

       - Opportunities

BASIC PURPOSE OF PERFORMANCE APPRAISAL SYSTEMS

1.        Evaluation System

      - To identify a performance gap (if any)

      - To identify Better performers.

      - To identify Poor performers.

2.       Feedback System

      - To inform the employee about his/her performance

OTHER PUPOSES

1.        To build stronger and closer relationships.

2.        To discover what employees are thinking.

3.        To set objectives for future performance.

4.        To let employees know what is expected.

5.        To reveal employee’s ideas, feelings or problems

APPRAISAL METHODS

1.        Rating Scales

         - Internal Rating

         - External Rating

2.       Essay Methods

3.       Results Oriented

BENEFITS OF APPRAISAL SYSTEMS

1.        Employee Evaluation

2.        Motivation and Satisfaction

3.        Training and Development

4.        Recruitment and Induction

WHAT GOES WRONG

1.        Employees feel like a Failure.

2.        It becomes a sort of a rating lottery.

3.        Underestimation or Overestimation.

4.        Incongruence.

5.        Wrong Perceptions.

6.        Distinction Levels

 

CONFLICTS AND CONFRONTATIONS

1.         Angry or Hurt employee.

2.        Blunt Statements or Accusations.

3.        Adversarial.

4.        Denial and Resentment.

5.    Criticism

SOME COMMON MISTAKES

1.        Lack of support from top management levels.

2.        Judgment Aversion.

3.        Feed-Back Seeking.

4.        To perceive it as an isolated process.

5.        Inferiority.

BIAS EFFECTS

1.        Same appraisal results year in and out.

2.        Results tend to become Self-fulfilling.

3.        In-groupers and Out-groupers.

 

CONCLUSION

1.        Awareness Training.

2.        Development of poor performers.

3.        Counseling, Transfer or Termination.

4.        Employee Participation.

5.        Stressing Importance