1. www.BZUpages.com PRESENTATION ON APRAISAL PERFORMANCE Presented to: Sir Ahmad Tasman Pasha Sir Ahmad Tasman Pasha Presented by: Muhammad Qaswar Muhammad Qaswar Roll No. 07-27 Roll No. 07-27 BS(IT) 3 rd BS(IT) 3 rd Dept. of Computer Science Dept. of Computer Science

2. www.BZUpages.com Apraisal Performence Performance appraisal means evaluating an employees current or past performance relative to the person’s performance slandered

3. www.BZUpages.com PROBLEMS AND SOLUTION Dealing with rating scale appraisal performance some of the problems occur Unclear slandered Unclear slandered Hallo effect Hallo effect Central tendency Central tendency Lenienience / strictness Lenienience / strictness Bias Bias

4. www.BZUpages.com Unclear standered An appraisal scale that is too open to interpretation An appraisal scale that is too open to interpretationExample Good performance & fair performance Good performance & fair performance Quality of work /creativity Quality of work /creativitySOLUTION Develop & include descriptive phrase that define each trait

5. www.BZUpages.com Hallo effect –I n performance appraisal the problem that occur where a supervisor's rating of a subordinate on one trait bias the rating of that person on other trait Solution 1. Supervisory training alleviate the problem 2. Use the right appraisal tool 3. Each tool has its own pros and cons

6. www.BZUpages.com CENTERAL TENDENCY A tendency to rate all employees the same way, such as rating them all average A tendency to rate all employees the same way, such as rating them all averageSOLUTION 1. Ranking method avoid this problem

7. www.BZUpages.com Strictness /Leniency The problem that occur when a supervisor has tendency to rate all subordinate either high or low The problem that occur when a supervisor has tendency to rate all subordinate either high or lowSOLUTION 1. Diary keeping 2. Video tape

8. www.BZUpages.com Biased The tendency to allow individiedual deference's such as sex age & race the appraisal rating employees receives The tendency to allow individiedual deference's such as sex age & race the appraisal rating employees receivesExample Age: 21-29, 30-39, 40-60 Age: 21-29, 30-39, 40-60 Race: concept of black & white Race: concept of black & white Sex : concept of male & female Sex : concept of male & femaleSOLUTION Parameter/ variable Parameter/ variable

9. www.BZUpages.com Legal and ethical issues in performance appraisal Make sure you know what you mean by “successful performance” conduct a job analysis to establish the criteria and standard. Make sure you know what you mean by “successful performance” conduct a job analysis to establish the criteria and standard. In corporate these criteria & standard in to a rating instruments. In corporate these criteria & standard in to a rating instruments. Use clearly defined job dimension like (quantity or quality) rather than undefined global measure of job performance like (over al performance ). Use clearly defined job dimension like (quantity or quality) rather than undefined global measure of job performance like (over al performance ).

10. www.BZUpages.com Communicate performance standard to employees & to those rating them, in writing. Communicate performance standard to employees & to those rating them, in writing. Allow appraisers substantial daily contact with the employees they’re evaluating Allow appraisers substantial daily contact with the employees they’re evaluating Where appropriate, provide corrective guidance to assist poor performers in improving their performance. Where appropriate, provide corrective guidance to assist poor performers in improving their performance.

11. www.BZUpages.com THANKS