EPA-04 Personnel administration Unit18 Performance appraisal
(The need and importance of performance appraisal in personnel administration)
(1) Through fair system of performance appraisal, the employees can be informed from time to time
about their own level of performance.
(2) It helps to improve the organisational health, viability and growth through optimal utilisation
of human resources.
(3) Performance appraisal is needed to prepare an employee to accept more responsibilities of the
higher post which he aspires through promotion.
(4) It also pinpoints the shortcomings of an employee thus giving him a chance to improve.
(Main objective of performance appraisal)
(1)To carry out a fair and impartial assessment of the individuals working in the organisation.
(2)To assess the extent of the various factors influencing the individuals performance.
(3)To reward the capable and efficient employees.
(4)To make optimum utilisation of the human resources.
(5)To help the management in evolving and framing sound policies and programmes relating to
selection, placement, promotion, discipline, control and manpower training.
(The various methods of performance appraisal)
(1)Annual confidential report.
(2)Service rating method or efficiency rating.
(3)Trait-rating system or PROBST/graphic rating system.
(The factors influencing the system of performance appraisal)
(1) Supervisor' officer's value system.
(2) Dominant work orientation.
(3) Inter-personal relations.
(4) Loyalty
(5) Level of achievement.
(6) Factors hindering objective assessment.
(The performance appraisal method followed by the government of India)
(1)Ther performance of an employee regarding work, achievement, ability, integrity and personality
is judged by his superiror through annual report on a prescribed form.
(2)Different grading is prescribed to judge each variable in the form.
(3) In the process of report writing two or three officers are involved. one writes the report, the
other's reviews it and finally countersigns the report.
(4) The employee is informed about any adverse remark's made in his report so that he could reply to
it, if so desires.
(The main recommendations of the administrative reforms commission to improve
the performance appraisal system)
(1)The officer concerned should submit a brief resume of his own work done.
(2)Instead of 5 point grading, 3 point grading should be made.
(3) Prompt appreciation for the goodwork done.
(4) Seniority to be considered for promotion in case the merit of candidates are equal.
(Role of performance appraisal)
(1) Growth potential of the employees.
(2) Corresponding training needs for the employees.
(3) Capabilities for their placement in higher posts.
(4) Conduct and discipline of the employees.
(5) The need of the organisation to evolve a control mechanism.
(1) Through fair system of performance appraisal, the employees can be informed from time to time
about their own level of performance.
(2) It helps to improve the organisational health, viability and growth through optimal utilisation
of human resources.
(3) Performance appraisal is needed to prepare an employee to accept more responsibilities of the
higher post which he aspires through promotion.
(4) It also pinpoints the shortcomings of an employee thus giving him a chance to improve.
(Main objective of performance appraisal)
(1)To carry out a fair and impartial assessment of the individuals working in the organisation.
(2)To assess the extent of the various factors influencing the individuals performance.
(3)To reward the capable and efficient employees.
(4)To make optimum utilisation of the human resources.
(5)To help the management in evolving and framing sound policies and programmes relating to
selection, placement, promotion, discipline, control and manpower training.
(The various methods of performance appraisal)
(1)Annual confidential report.
(2)Service rating method or efficiency rating.
(3)Trait-rating system or PROBST/graphic rating system.
(The factors influencing the system of performance appraisal)
(1) Supervisor' officer's value system.
(2) Dominant work orientation.
(3) Inter-personal relations.
(4) Loyalty
(5) Level of achievement.
(6) Factors hindering objective assessment.
(The performance appraisal method followed by the government of India)
(1)Ther performance of an employee regarding work, achievement, ability, integrity and personality
is judged by his superiror through annual report on a prescribed form.
(2)Different grading is prescribed to judge each variable in the form.
(3) In the process of report writing two or three officers are involved. one writes the report, the
other's reviews it and finally countersigns the report.
(4) The employee is informed about any adverse remark's made in his report so that he could reply to
it, if so desires.
(The main recommendations of the administrative reforms commission to improve
the performance appraisal system)
(1)The officer concerned should submit a brief resume of his own work done.
(2)Instead of 5 point grading, 3 point grading should be made.
(3) Prompt appreciation for the goodwork done.
(4) Seniority to be considered for promotion in case the merit of candidates are equal.
(Role of performance appraisal)
(1) Growth potential of the employees.
(2) Corresponding training needs for the employees.
(3) Capabilities for their placement in higher posts.
(4) Conduct and discipline of the employees.
(5) The need of the organisation to evolve a control mechanism.
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