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Examen Parcial de Anatomia Patologica Pulmonar - Anatomia Patologica - Extracto del documento

Exámenes, Anatomía

Publica: 12 septiembre 2012
Introduction To Public Administration–MGT111
PERFORMANCE APPRAISAL At the end of lecture the students will be able to: - Explain the concept of Performance Appraisal Examine Types of Performance Appraisal - Examine the need for performance Appraisal Understand the concept of Compensation Understand the need for promotion, demotion and transfer and the 4 C’s model


What is Performance Appraisal Performance Appraisal means to evaluate, judge or check the work of employee over a period of time, and then inform whether the employee achieved the objectives in that time period. Following are the characteristics of the Performance Appraisal: 1. Agreed Objectives related to the assigned job/standard (job and position description) 2. Time period 3. Skills required to achieve objectives 4. Check that objectives are achieved or not 5. Inform the employee if the objectives were achieved or not 6. If not achieved why these were not achieved 7. If achieved, reward and motivate In the above characteristics, 6 and 7 constitute “feedback” Figure 1

Agreed Objectives / Performance Standard

Work Performed

Objectives achieved/ Standard Achieved

Feedback (Accountability)

In figure 1 the whole process of performance evaluation is shown in diagrammatic form, indicating that performance evaluation starts with agreed objectives or performance standards, then the work is performed and then it is checked if objectives are achieved. Importance of Performance appraisal Performance appraisal is important task of managers to help other employees to improve their performance. The manager who supervises the work of subordinate, knows the knowledge, skills and attitudes required for accomplishing jobs and whether these are possessed by employees. Performance Appraisal of employees is important for the organization because the appraisal of work completed by each employee determines whether the organization is moving in the direction of its objectives. However, most managers
find it difficult to help others to coach ( guide) and appraise performance of employee. Judging an employee’s performance accurately is not always easy, because it requires constant watch on the work of employees.

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Introduction To Public Administration–MGT111
Types of Appraisal There are mainly two types of appraisal in the organization. Which are: Formal Appraisal Informal Appraisal


Formal Appraisals Formal systematic appraisal usually occurs semi-annually or annually. Formal appraisal has four major purposes: 1. 2. 3. 4. To let employees know formally how their current performance is being rated; To identify employees who deserve merit raises; To locate employees who need additional training; and To identify candidates for promotion

How is Formal Appraisal Done? As we know Human Resource manager have job and position descriptions for all jobs in the organization. The objectives to be achieved are mutually agreed between the ‘supervised’ and ‘supervisor’. The agreed objectives are written down on a ‘form’. This form is a special form which contains following information: 1. 2. 3. 4. 5. 6. 7. 8. 9. Name of employee Job title Job/position description Objectives/goals to be achieved in a year or six months or three months training received Training to be received Does the employee require special guidance Strengths and weakness of employee Signature of immediate boss

The performance appraisal forms are different in different organizations but most of the form will have the above information. Informal Appraisals Informal appraisal is a day to day routine appraisal, when managers meet their subordinate almost daily. In this process they use following methods: 1. Observe 2. Communicate 3. Check work 4. Give immediate feedback So informal performance appraisal means continual process of feed back to employees. It is information about how well employees are doing their work for the organi
zation. Informal appraisal can be conducted on a day-to-day basis. Compensation Compensation is
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