Performance appraisal is the appraisal which is given to every employee in an organisation for their incredible performance. Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.

Objectives of Performance Appraisal

Performance Appraisal can be done with following objectives in mind:

  1. To maintain records in order to determine compensation packages, wage structure, salaries raises, incentives etc.
  2. To identify the strengths and weaknesses of employees to place right men on right job.
  3. To maintain and assess the potential skill possessed by a person for further growth and development.
  4. To provide a feedback to employees regarding their performance and related status.
  5. To provide a feedback to employees regarding their performance and related status.
  6. It serves as a basis for influencing working habits of the employees.
  7. To give them a motivating factor
  8. To gain them a sort of self-confidence and deterministic employee.
  9. To review and retain the promotional and other training programmes.

Performance Appraisal tools:

  1. Ranking
  2. Paired Comparison
  3. Forced Distribution
  4. Checklist
  5. Critical Incident
  6. BARS
  7. MBO
  8. Performance Test
  9. Report

Employees stress is a growing concern for organizations today. Stress can be defined as a lively circumstance in which people face constraints, opportunities, or loss of something they desire and for which the consequence is both unpredictable as well as crucial. Stress is the response of people to the unreasonable/excessive pressure or demands placed on them.

Symptoms of Stress

Some of the symptoms of stress at workplace are as follows-

  • Absenteeism, escaping from work responsibilities, arriving late, leaving early, etc.
  • Deterioration in work performance, more of error prone work, short term memory loss, etc.
  • Cribbing, arguing, getting irritated, anxiety, etc.
  • Deteriorating health, more of accidents, etc.
  • Medical leave, suggestions, grievances.
  • Improper eating habits (over-eating or under-eating), excessive smoking and drinking, sleeplessness, etc.
  • Lack of sleep, Lack of food.

Training Methods:

On the job training: The training to the employees, may be in the form of on the job training. It requires field training for some jobs like, machine handling etc.

Classroom Training: This means that, the training is done in classroom with the presentation mode, where the employees would be trained accordingly.

Seminars/Conferences – Seminars and conferences are effective when training needs to be given to a larger audience. Relevant information, latest developments, new technologies and case studies are discussed on a common platform to acquaint employees with new skill sets.

Simulation Exercise – Simulation exercises train the employees in an artificial environment which closely resembles the employee’s actual working conditions.

360 degree feedback is also known as multi-rater feedback or multi-dimensional feedback or multi-source feedback. It is a very good means of improving an individual’s effectiveness (as a leader and as a manager). It is a system by which an individual gets a comprehensive/collective feedback from his superiors, subordinates, peers/co-workers, customers and various other members with whom he interacts.

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