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Employee Performance Appraisals in Kanam Latex

This document discusses employee performance appraisals at Kanam Latex. It outlines the purposes of performance management, which include maintaining organizational productivity by linking individual performance to goals. It describes different appraisal methods like rating scales, essays, and management by objectives. Key factors for an effective appraisal system include regular feedback between supervisors and subordinates, identifying strengths and weaknesses, and using appraisals to inform compensation, promotion, and training decisions. The document also notes potential problems like bias and issues developing appropriate performance measures.

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Jebastine Thangapandi Nadar
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66 views18 pages

Employee Performance Appraisals in Kanam Latex

This document discusses employee performance appraisals at Kanam Latex. It outlines the purposes of performance management, which include maintaining organizational productivity by linking individual performance to goals. It describes different appraisal methods like rating scales, essays, and management by objectives. Key factors for an effective appraisal system include regular feedback between supervisors and subordinates, identifying strengths and weaknesses, and using appraisals to inform compensation, promotion, and training decisions. The document also notes potential problems like bias and issues developing appropriate performance measures.

Uploaded by

Jebastine Thangapandi Nadar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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EMPLOYEE

PERFORMANCE
APPRAISALS IN KANAM
LATEX
Performers Appraisal Learning Objectives

• Explain Purposes of Performance


Management
• Identify Success Factors in Good Programs
• Identify Sources of Information for
Evaluation
• Explain Key Methods used in Managing
Performance
• Outline the Manager/Sub-Ordinate Interview
Purpose of Performance Appraisal Systems

• Goal: Maintain Organizational Productivity


• Results:
Organization Productivity Individual Performance
• Methods: Individual Performance Goals
Objectives

• Opportunity to Regularly Discuss


Results
• Supervisor Identifies Strengths and
Weaknesses
• Fair and Equitable Format
• Basis for Salary/Promotion
Recommendations
Main Purposes of Performance Management

• Individual Rewards (Base and Incentive)


• Feedback for Sub-Ordinate (Plus and Minus)
• Recognition of Superior Performance
• Documentation of Weak Performance
• Personnel Decision-Making
• Future Goal Commitments (Planned
Achievements)
Reasons for Appraisals

• Compensation "Pay for Performance"


• Job Performance Improvements
• Feedback to Subordinates
• Documentation for Decisions
• Goal Setting - Later Evaluation
• Promotion Decisions
• Identify Training Needs
• HR Planning
Who Performs the Appraisal?

• Immediate Supervisor • Evaluation Teams


• Higher Management • Customers
• Self-Appraisals • “360° Appraisals”
• Peers (Co-Workers)
Supervisor Appraisal

• Performance appraisal done by


an employee’s manager and
often reviewed by a manager
one level higher.
Self-Appraisal

• Performance appraisal done by the


employee being evaluated, generally
on an appraisal form completed by
the employee prior to the
performance review.
Subordinate Appraisal

• Performance appraisal of a
superior by an employee,
which is more appropriate for
developmental than for
administrative purposes.
Peer Appraisal

• Performance appraisal done by one’s


fellow employees, generally on forms
that are complied into a single profile
for use in the performance interview
conducted by the employee’s manager.
Team Appraisal

• Performance appraisal, based


on TQM concepts, that
recognizes team
accomplishment rather than
individual performance.
The 360º Appraisal Interview
Supervisor

Other Superiors Other Superiors

Individual
Peers Staff Customers
Self-Assessment

Teams Teams

Sub-Ordinates
Performance Appraisal Problems

• Popularity Contest
• Punitive Implications
• Control Relinquishment
• Stereotypes
• Poor Training of Raters
Appraisal Methods

• Rating Scales
• Essay
• Management by Objectives
• Check Lists by Key Words
• Forced Choice Statements
• Ranking of Employees
Measuring Performance
Organization’s common
goals Measures of
Kanam Latex Performance

Department-specific goals
Measures of department
performance of Quality of
Brand Kanam Latex

Subordinate proposes goals


Supervisor lists goals and
and measures for his or her
measures for subordinate
job

Joint agreement on
subordinate goals,
measures and Company
Quality of Brand Name

Periodic review periods New inputs provided


Final review of subordinate providing feedback on
results measured against interim results measured
established or revised goals against established Inappropriate goals eliminated
Company goals
Performance Errors Issues In Kanam Latex

• Carefully Developed Behavior


Descriptions Fair
• Evaluation Scales
• Factor Relatedness to the Job
Conclusion

• Appraisal seem to have greater


acceptance of the Appraisal Process and
feel free satisfied with, when the process
is directly limited to rewards.

• Today most of the Organizations


attempts to develop the outlook and
performance of its employee by using
multiple and complex training and
Educational Programs.

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