PERFORMANCE APPRAISAL

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PERFORMANCE APPRAISAL

• TEAM B1
• Gurbani Dassan
• Sophie Bellone
• Fawaz Iqbal
• Farhaan Mirza
• Nikhil Nair

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TABLE OF CONTENTS

• What is Performance Appraisal
• Examples of AP techniques
• Management by Objectives
• 360 Evaluation
• Pros Cons
• Link between Leadership theory and PA
• Conclusion and references

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PERFORMANCE APPRAISAL

• What is PA?
• Management tool to assess people
• Who do we assess ?
• Employees
• How do we assess them ?
• Different approaches like MBO, 360 degree
  evaluation, BARS
• What do we assess ?
• Level of performance, capacity, potential and
  reward
• Why ?
• Essential to make administrative decisions
  such as reward allocation, salary, promotion, etc
  
• Improve the overall performance of an
  organization

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MANAGEMENT BY OBJECTIVES

• Measure the employees performance
• Evaluate someone based on the accomplishment of
  objectives within a specific time period
• Objectives are decided upon and must be
  measurable, realistic and specific

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MANAGEMENT BY OBJECTIVES

• Advantages
• Flexibility in choosing the priorities
• Focus on individual performance
• Gives information on the employees personality
• Easy to determine whether the objectives have
  been achieved
• Effective motivating mechanism
• Drawbacks
• Does not help for reward allocation
• A specific objective can require the support of
  others
• Results can be biased by the resources available
• Can have negative impact if not used properly

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360 EVALUATION

• Assesses employees based on two or more sources
  such as peers, superiors and subordinates
• Derived from a job analysis of clearly
  identifiable tasks
• Widely adopted by companies

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360 EVALUATION PROS CONS

• Advantages
• Teamwork assessment made by peers who are in the
  best position to comment and understand
• Motivation empowers employees by putting their
  feedback into the appraisal process, allowing
  them to influence how they are managed
• Behaviour helps to create self-awareness by self
  assessment
• Disadvantages
• Teamwork Can lead to office politics
• Motivation Peer reviews tend to be too lenient
• Behaviour Can lead to the person appraised
  becoming defensive

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PROS AND CONS OF PERFORMANCE APPRAISAL

• Pros
• Making reward decisions
• Improve performance with targets
• Motivate staff with positive feedback
• Improve manager/subordinate communication
• Identify potential
• Improve the overall performance of the
  organization
• Cons
• Subjective assessment gt tensions, defensiveness
• Truth from manager gt provoke problematic
  relationship
• Can be biased by personal interests
• No PA method is perfect
• Affects teamwork

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WHAT NEEDS TO BE MODIFIED ?

• To better align performance management approaches
  with leadership theory
• Setting realistic objectives
• Avoid comparison of people but focus the
  appraisal scheme on improving skills and setting
  personal targets
• Combine goal setting and personal development
• How feedback is given gt Positive way of
  presenting results
• Commitment for a better understanding and
  communication

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CONCLUSION

• Powerful management tool
• Help for administrative decision making
• Can have great impact on an organization and
  employees behaviour
• Has to be applied properly
• To be efficient, any PA techniques needs to be
  adapted to people and corporate culture

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REFERENCES

• King P, 1984. Performance planning Appraisal,
  King. 1st ed. Mc Graw Hill (chapter 9)
• Fletcher C, 2008. Appraisal, Feedback and
  Development. 4th ed. Routledge
• Fleenor J.W., Prince J.M., 1997. Using 360 degree
  feedback in Organizations an annotated
  bibliography. Centre for creative leadership.
• Fletcher C, 1997. Appraisal routes to improves
  performance. 2nd ed. British Library Cataloguing
  in Publication Data
• Wiese D., Buckley M. B, 1998. The evolution of
  the performance appraisal process", Journal of
  Management History (Archive), Vol. 4 Iss 3,
  pp.233 249