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Steps Involved in Process of Performance Appraisal

The six step process of performance appraisal includes: 1) establishing clear performance standards, 2) communicating these standards to employees, 3) measuring actual performance against various sources of data, 4) comparing actual performance to standards, 5) discussing the appraisal with the employee, and 6) initiating corrective actions when needed to improve performance. Key aspects of the process include setting objective standards, obtaining employee feedback, conducting an impartial measurement of performance based on facts, and identifying areas for improvement through discussion to enhance future performance.

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Shahzad Salim
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724 views

Steps Involved in Process of Performance Appraisal

The six step process of performance appraisal includes: 1) establishing clear performance standards, 2) communicating these standards to employees, 3) measuring actual performance against various sources of data, 4) comparing actual performance to standards, 5) discussing the appraisal with the employee, and 6) initiating corrective actions when needed to improve performance. Key aspects of the process include setting objective standards, obtaining employee feedback, conducting an impartial measurement of performance based on facts, and identifying areas for improvement through discussion to enhance future performance.

Uploaded by

Shahzad Salim
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Steps Involved in Process of

Performance Appraisal
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The six steps involved in process of performance appraisal are as follows: 1.


Establish Performance Standards 2. Communicate Performance Expectation
to Employee 3. Measure Actual Performance 4. Compare Actual Performance
with Standards 5. Discuss the Appraisal with the Employee 6. Initiate
Corrective Actions.

1. Establish Performance Standards:


The appraisal process begins with the establishment of performance
standards. The managers must determine what outputs, accomplishments
and skills will be evaluated. These standards should have evolved out of job
analysis and job descriptions.

These performance standards should also be clear and objective to be


understood and measured. Standards should not be expressed in an
articulated or vague manner such as a good job or a full days work as
these vague phrases tells nothing.

2. Communicate Performance Expectations to Employees:


Once the performance standards are established, this need to be
communicated to the respective employees so that they come to know what is
expected of them. Past experience indicates that not communicating
standards to the employees compounds the appraisal problem.
Here, it must be noted that mere transference of information (relating to
performance standards, for example) from the manager to the employees is
not communication It becomes communication only when the transference of
information has taken place and has been received and understood by the
employees.

The feedback from the employees on the standards communicated to them


must be obtained. If required, the standards may be modified or revised in the
light of feedback obtained from the employees. It is important to note that
communication is a two-way street.

3. Measure Actual Performance:


This is the third step involved in the appraisal process. In this stage, the actual
performance of the employee is measured on the basis of information
available from various sources such as personal observation, statistical
reports, oral reports, and written reports.

Needless to mention, the evaluators feelings should not influence the


performance measurement of the employee. Measurement must be objective
based on facts and findings. This is because what we measure is more critical
and important to the evaluation process than how we measure.

4. Compare Actual Performance with Standards:


In this stage, the actual performance is compared with the predetermined
standards. Such a comparison may reveal the deviation between standard
performance and actual performance and will enable the evaluator to proceed
to the fifth step in the process, i.e., the discussion of the appraisal with the
concerned employees.
5. Discuss the Appraisal with the Employee:
The fifth step in the appraisal process is to communicate to and discuss with
the employees the results of the appraisal. This is, in fact, one of the most
challenging tasks the managers face to present an accurate appraisal to the
employees and then make them accept the appraisal in a constructive
manner.

A discussion on appraisal enables employees to know their strengths and


weaknesses. This has, in turn, impact on their future performance. Yes, the
impact may be positive or negative depending upon how the appraisal is
presented and discussed with the employees.

6. Initiate Corrective Action:


The final step in the appraisal process is the initiation of corrective action
when it is necessary. The areas needing improvement are identified and then,
the measures to correct or improve the performance are identified and
initiated.

The corrective action can be of two types. One is immediate and deals
predominantly with symptoms. This action is often called as putting out fires.
The other is basic and delves into causes of deviations and seeks to adjust
the difference permanently.

This type of action involves time to analyse deviations. Hence, managers


often opt for the immediate action, or say, put out fires. Training, coaching,
counselling, etc. is the common examples of corrective actions that managers
initiate to improve the employee performance.

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