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Performance Appraisal
 Definition & concept
 The process of performance appraisal
 Pre- requisites for a effective
Performance Appraisal System
 Challenges of Performance appraisal
 Purpose Of Performance appraisal
 Performance Appraisal and
Career Development
 Performance Appraisal Approaches
 
Balanced Scorecard and Performance Management
 The Balanced Scorecard
 Balanced Scorecard Approach to
Measure Performance
 
Methods and Techniques of
Performance Appraisal
 Traditional Method
 Modern Method
      360 degree appraisal
(scalar rating system)
      Arguments Against 360 Degree
Performance Appraisal
      Management by objectives (MBO)
      Assessment Centers
 
IT and Performance Appraisal
 Use of IT in Performance Appraisal
 Performance Appraisal Softwares
 Electronic Performance Monitoring
 Potential Appraisal
 Potential Appraisal Form
 Self Appraisal form
 
Performance Appraisal:
Some Important Issues
 Performance Appraisal and
Change Management
 Total Quality Management and
Performance Appraisal
 Performance Management &
Succession Planning
 Linking Compensation to
Performance
 Appraisal as a Motivating
Mechanism
 Micromanagement & Performance
Management
 Performance Appraisals And
Organisational Performance
 Employee Training Need Assessment
 Performance Appraisal in
Government Organisations
 Arguments Against Performance
Appraisals
 Managing without Performance
Appraisals
 Performance Management
Outsourcing
 Advantage Of Performance
Management Outsourcing
 Performance appraisal for
different levels of employees
 Parameter to Appraise Performance
in BPO Sector
 Current global trends in Performance
appraisal (in general terms)
 
 

Pre-requisites for Effective & Successful Performance Appraisal


Appraisals Home » Pre-requisites for Effective & Successful Performance Appraisal
 
The essentials of an effective performance system are as follows:
  • Documentation – means continuous noting and documenting the performance. It also helps the evaluators to give a proof and the basis of their ratings.


  • Standards / Goals – the standards set should be clear, easy to understand, achievable, motivating, time bound and measurable.


  • Practical and simple format - The appraisal format should be simple, clear, fair and objective. Long and complicated formats are time consuming, difficult to understand, and do not elicit much useful information.

  • Evaluation technique – An appropriate evaluation technique should be selected; the appraisal system should be performance based and uniform. The criteria for evaluation should be based on observable and measurable characteristics of the behavior of the employee.


  • Communication – Communication is an indispensable part of the Performance appraisal process. The desired behavior or the expected results should be communicated to the employees as well as the evaluators. Communication also plays an important role in the review or feedback meeting. Open communication system motivates the employees to actively participate in the appraisal process.


  • Feedback – The purpose of the feedback should be developmental rather than judgmental. To maintain its utility, timely feedback should be provided to the employees and the manner of giving feedback should be such that it should have a motivating effect on the employees’ future performance.


  • Personal Bias – Interpersonal relationships can influence the evaluation and the decisions in the performance appraisal process. Therefore, the evaluators should be trained to carry out the processes of appraisals without personal bias and effectively.
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    Once a Year Overview
    Self Appraisal
    Performance Review - Preparation
    Performance Review - The Meeting
    How to Complete a Performance Appraisal Form
    Analysis for Improving Performance
    Active performance appraisal conversation
    Performance appraisal feedback
    Performance Consulting: Moving Beyond Training
    Writing performance appraisal
    Performance Appraisal Training
    How to Measure Employee Performance
    FAQ about Performance Appraisal
     
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