“ I have six honest
serving men,
They taught me all I knew,
Their names are What and Why and When
How and Where and Who.”
Rudyard Kipling
ASPECTS OF PERFORMANCE
APPRAISAL
WHAT: It is an
assessment about how the employee is performing on the job. Is it as per
expectations, below expectations or above expectations.
WHY is it necessary to
have an appraisal systems? Two objectives are there- what are these ?
WHEN are appraisals to
be done? Once a year? Twice a year ? Or once in two years?
Is there a process
involved in appraisals? WHO is to be involved and why must they be involved?
WHERE is it to be
done? In the open or behind closed doors?
HOW- Methods of
Performance Appraisal .
PURPOSES OF APPRAISAL
- Assessing Performance
- Increment
- Promotion
- Transfer
- Training
- Development
7.
Termination
Types of Appraisal Systems
- Traits appraisal
- Targets and Traits appraisal
- MBO
- 360 Degree appraisal system.
TRAINING OF THE RATER:
- The halo error
- The central tendency
- Constant errors
(a) too harsh
(b) too easy or lenient
- Miscellaneous errors
(a) similar-to me.
(b) contrast
(c )position
(d) biases of sex, race, religion, and nationality.
TRAINING AND DEVELOPMENT
‘Training”- is a process of learning a sequence of programmed behaviour.
It attempts to improve performance on the current job or prepare for an
intended job
‘Development’ – it is related to
training and covers not only activities which covers improvement in job
performance but also brings about growth of the personality; helps individuals
in the progress towards maturity and self-actualization of the person’s potential
capacities so that they become not only better employees but also better men
and women.Training a person for a bigger job is Development which would include
not only specific skills and knowledge but also personality and mental
attitudes
No comments:
Post a Comment
Thanks for Commenting !!!
We Value and Appreciate YOUR Feedback.....
Cheers.....
Note: Only a member of this blog may post a comment.