1. Performance appraisal
Team A3
Tega
Faizan
Mine
Nick
Henry

2. content Definition of performance appraisal
Elements of Performance appraisal
Objectives of PA
Positive and negative aspects of PA
How Performance appraisal might be modified and conclusion.

3. Definition
Performance appraisal is essentially an opportunity for individual employees and those concern with their performance, typically line managers, to engage in a dialogue about each individual’s performance and development, as well as the support required from the manager (cipd,2011)
Performance appraisal is the process of obtaining, analyzing and recording information about the relative work of an employee.
The focus of the PA is measuring and improving the actual performance of the employee and also the future potential of the employee.

4. Elements of performance appraisal Measurement
Feedback
Exchange of view
Positive reinforcement
Agreement

5. Objectives of PA Give employee feedback on performance.
Identifying employee needs.
Promotions and disciplinary actions.
Communication between employer and employee.
Improve performance through motivation.
As a basis for making development and improvement plan.

6. Effects of PA on Behaviors
Positive
Reduces turnover (employees) rate
Reduces absenteeism
Attitude .
Negative
Creates competition among employees.
Subordinate defensiveness.
Reduces self esteem

7. Effects of PA on Motivation
Positive
Provides recognition for their work and influences them to work harder
Gives a sense of “well being” within the organization
Negative
If the feedback is taken negatively, it would demotivate the people.
Bias performance evaluation.
Well being: gives a sense of well being because employees feel that they are important within the company

8. Effects of PA on team work
Positive
Recognizes the areas of improvement within the team
encourages the need for training and development.
Negative
Creates individual goals
Creates competition among the employees

9. Modification and conclusion.
360º feedback
Team performance appraisal rather than individual performance appraisal.
Verification by a third party
Nevertheless, the addition of a second or third assessor is to be recommended as a means of reducing rater bias

10. ANY QUESTIONS OR COMMENTS

11. References
Deirdre Rockingham Gill, Appraising performance: Present trends and the next decade (Information report - Institute of Personnel Management ; new ser., 25). Edition. Institute of Personnel Management.
Performance appraisal - Factsheets - CIPD Performance appraisal - Factsheets - CIPD . [ONLINE] Available at:
1997. Performance Appraisal - A Negotiator's Guide (LRD Booklets). Edition. LRD Publications Ltd.
Stathakopoulous, V. (1997). Effects of performance appraisal system on marketign managers. Journal of marketing management , 13 ,