Seminar on Different Types of

Performance Appraisal
Submitted to: Mainak Ghosh
Submitted by : i. Saptaparna De ( Roll no-07)
ii. Agnibha Dasgupta(Roll no -18)
Department : Microelectronics & VLSI TECHNOLOGY
 Definition
Contents
 Objectives for performance appraisal
 Who performs the appraisal?
 Advantages for performance appraisal
 Disadvantages for performance appraisal
 Methods of performance appraisal
i. Traditional Methods
ii. Modern Methods
 The 360-degree appraisal technique
i. History of the 360-degree appraisal technique.
ii. Advantages of the 360- degree appraisal technique
iii. Disadvantages of the 360- degree appraisal technique
iv. Who should conduct the 360- degree appraisal technique
 Conclusion
 DEFINATION
Performance appraisal has been defined by different scholars in various ways. Some of
the important definitions are as follows:

 Dale S. Beach, "Performance appraisal is systematic evaluation of the individual

with respect to his or her performance on the job and his or her potential for
development".
 Dale Yoder, ''Performance appraisal includes all formal procedures used to evaluated
personalities and contributions and potentials of group members in a working
organization. It is a continuous process to secure information necessary for making
correct and objective decisions on employees."

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OBJECTIVES FOR PERFORMANCE APPRAISAL
 Compensation"Pay for Performance"
Job Performance Improvements
Feedback to Subordinates
Documentation for Decisions
Goal Setting - Later Evaluation
Promotion Decisions
Identify Training Needs
HR Planning

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 WHO PERFORMS THE
APPRAISALS?
 Immediate Supervisor
 Higher Management
 Self-Appraisals
 Peers (Co-Workers)
 Evaluation Teams
 Customers

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Advantages of Performance Appraisal

 PROMOTION
 COMPENSATION
 EMPLOYESS DEVELOPMENT
 SELECTION VALIDATION
 COMMUNICATION
 MOTIVATION

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 Disadvantages of Performance Appraisal

 If not done appropriately can be an negative experience .

 Very time consuming especially for managers .
 Subject to rater error and biases.
 If not done right can be complete waste of time.
 Can be stressful for all involved.

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 Methods of Performance Appraisal
Several methods and techniques are used for evaluating employee performance
.These may be classified into two broad categories namely

PERFORMANCE APPRAISAL

Traditional Methods
Modern Methods
 Confidential Report
 Assessment Centre
 Free Form or Essay
 Appraisal through MBO

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 TRADITIONAL METHODS
 This is one of the traditional form of appraisal
Confidential Report :
method used mainly in government organization. A confidential report
is a report prepared by the employee’s immediate superior. It cover
the strengths and weaknesses, main achievements and failure,
personality and behavior of the employee. It is descriptive appraisal
used for promotion and transfers of employees.
 Free Form or essay Method: Under this method, the evaluator writes
a short essay on the employee’s performance on the basis of overall
impression. The description is expected to be as factual and concrete
as possible. An essay can provide a good deal of information about the
employee especially if the evaluator is asked to give examples of each
one of his judgments.

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 MODERN METHODS
 Assessment Centre Method :An assessment centre is a group of employees
drawn from different work units. These employees work together on an
assignment similar to the one they would be handling when promoted.
Evaluates observe and rank the performance of all the participants.
 Appraisal through MBO: Management by objectives has been defined as “a
process whereby the superior and subordinate managers of an organization
jointly identify its common goals, define each individual’s major areas of
responsibility in terms of results expected of him and use these measures as
guides for operating the unit and assessing the contribution of each of its
members

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The 360º Appraisal Technique : 360-degree feedback or multi-source
feedback is an appraisal or performance assessment tool that incorporates
feedback from all who observe and are affected by the performance of a
candidate. Usually, this tool is used for employees at middle and senior level.
Supervisor

Other Superiors Other Superiors

Individual
Peers Staff Customers
Self-Assessment

Teams Teams

Sub-Ordinates

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History of The 360º Appraisal
Technique
One of the earliest recorded uses of surveys to gather information about
employees occurred in the 1950s at Esso Research and Engineering Company
(Bracken, Dalton, Jako, McCauley, & Pollman, 1997). From there, the idea of
360-degree feedback gained momentum, and by the 1990s most human resources
and organization development professionals understood the concept.

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 Advantages of 360 degree appraisal

 Offer a more comprehensive view towards the performance of employees.

 Improve credibility of performance appraisal.
 Increases responsibilities of employees to their customers.
 The mix of ideas can give a more accurate assessment.
 People who undervalue themselves are often motivated by feedback from
others.
 If more staff takes part in the process of performance appraisal, the
organizational culture of the company will become more honest.

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 Disadvantages of 360 degree appraisal

 Taking a lot of time, and being complex in administration

 Extension of exchange feedback can cause troubles and tensions to several
staff.
 There is requirement for training and important effort in order to achieve
efficient working.
 It will be very hard to figure out the results.
 Feedback can be useless if it is not carefully and smoothly dealt.
 Can impose an environment of suspicion if the information is not openly and
honestly managed.

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Who should conduct 360 degree performance
appraisal?

 Subordinates.
 Peers.
 Managers (i.e. superior).
 Team members.
 Customers.
 Suppliers/ vendors.
 Anyone who comes into contact with the employee and can provide valuable
insights and information.

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 Conclusion

Performance Appraisal is important as it gives an opportunity

to get an overall view of job performance and staff
development. It encourages systematic and regular joint
stocking and planning for the future .Good performance
review therefore don’t just summarize the past they help
determine future performance.

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