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    Appraisal: Human Resources - Business Management Milan Rustagi (IB-2)

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    Arjun Singh
    An appraisal is a formal assessment of an employee's performance against their job requirements that is typically conducted annually or quarterly. Appraisals assess how well an employee is meeting their responsibilities and identify areas for training or development. They can also be used to determine promotions, raises, and praise employees' strengths. However, appraisals are also time-consuming and require skills to conduct effectively. There are different types of appraisals, including formative appraisals for new employees, summative year-end appraisals, 360-degree feedback, and self-appraisals. The appraisal process involves collecting records, formal meetings, written reports, and corrective actions if performance is below standards.

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    Appraisal: Human Resources - Business Management Milan Rustagi (IB-2)

    Uploaded by

    Arjun Singh
    43 views11 pages
    An appraisal is a formal assessment of an employee's performance against their job requirements that is typically conducted annually or quarterly. Appraisals assess how well an employee is meeting their responsibilities and identify areas for training or development. They can also be used to determine promotions, raises, and praise employees' strengths. However, appraisals are also time-consuming and require skills to conduct effectively. There are different types of appraisals, including formative appraisals for new employees, summative year-end appraisals, 360-degree feedback, and self-appraisals. The appraisal process involves collecting records, formal meetings, written reports, and corrective actions if performance is below standards.

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    Appraisal

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    An appraisal is a formal assessment of an employee's performance against their job requirements that is typically conducted annually or quarterly. Appraisals assess how well an employee is meeting their responsibilities and identify areas for training or development. They can also be used to determine promotions, raises, and praise employees' strengths. However, appraisals are also time-consuming and require skills to conduct effectively. There are different types of appraisals, including formative appraisals for new employees, summative year-end appraisals, 360-degree feedback, and self-appraisals. The appraisal process involves collecting records, formal meetings, written reports, and corrective actions if performance is below standards.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    43 views11 pages

    Appraisal: Human Resources - Business Management Milan Rustagi (IB-2)

    Uploaded by

    Arjun Singh
    An appraisal is a formal assessment of an employee's performance against their job requirements that is typically conducted annually or quarterly. Appraisals assess how well an employee is meeting their responsibilities and identify areas for training or development. They can also be used to determine promotions, raises, and praise employees' strengths. However, appraisals are also time-consuming and require skills to conduct effectively. There are different types of appraisals, including formative appraisals for new employees, summative year-end appraisals, 360-degree feedback, and self-appraisals. The appraisal process involves collecting records, formal meetings, written reports, and corrective actions if performance is below standards.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 11

    Appraisal

    Human Resources – Business Management

    Milan Rustagi (IB-2)


    What is an Appraisal?
    • An appraisal is a formal assessment of an employee’s performance
    based upon the requirements of the job/responsibilities/tasks.
    • It is conducted on an annual/quarterly basis by senior staff members.
    Why are they conducted?
    • Assess whether the employee has been covering their respective
    responsibilities and tasks, and how well it has been done.
    • Record an employee’s performance to provide assistance of any kind.
    • Identify any training or development needed.
    • Record how well an employee is doing for promotions/raises.
    Advantages of appraisals
    • Can be used to praise staff for contributions and strengths
    • Also used to provide constructive feedback for improvement.
    • Can also be used to understand where the organization needs to
    approve, and the assistance which employees require from the
    organization
    • Can be used as a job evaluation indicator to understand pay levels.
    Disadvantages of appraisals
    • Extremely time consuming and costly as appraisals are based on every
    individual within the organization
    • Requires confidential agreement and also follow up-action which
    needs funding. Without these two, appraisals become redundant
    • Staff may become offended or defensive
    • Many appraisers lack the necessary skills in order to carry out
    effective appraisal
    Types of appraisals
    • Formative: An appraisal which uses evidence of ongoing proceedings
    to help employee’s improve their work practices. For example,
    appraising staff that have been hired for probationary periods such as
    interim doctors, beginning teachers, is helpful to modify their
    practices during their training. It is similar to the formative
    assessments which students give during the middle of learning a new
    topic in order to identify areas of improvement.
    Summative Appraisal
    • Similar to summative reports students get in schools, a summative
    appraisal is a written description of an employee’s performance
    during the year. Also includes recommendations and suggestions and
    holds accountability for the employee’s.
    360-degree feedback
    • This type of appraisal is based upon evidence regarding an employee’s
    job who have contact with customers, suppliers, etc.
    Self-appraisal
    • Self-appraisal involves employees appraising themselves based
    on predetermined criteria. Appraisees are expected to be honest
    about their strengths and weaknesses. They also need to set
    realistic targets for improvement. It is also used to compare with the
    assessment carried out by a line management for further discussion.
    Steps included in a performance appraisal
    • Staff records and repots
    • A formal and structed appraisal meeting
    • A written report of the appraisal, often including a rating system to
    judge, such as outstanding, or unsatisfactory.
    • Both members of the appraisal have to sign the final report
    Steps that are taken if the overall rating falls
    below “Moderate”
    • Issue an advisory letter to the employee: similar to a warning letter
    • Counselling the appraisee and giving advice on their shortcomings
    • Closely monitor the performance of the appraisee following the
    appraisal
    • If no improvement is visible, steps are also taken to dismiss
    employees.

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