PERFORMANCE APPRAISAL
The performance Appraisal system is an important tool for assessing the performance, The performance Appraisal system is an important tool for assessing the performance, qua
qualilitattative ive atattrtribuibutetes s and and the the potpotententiaial l of of ofofficficerers s in in any any orgorganianizazatition. on. thrthrougoughh effective use of this tool the management can take crucial decisions in respect of the effective use of this tool the management can take crucial decisions in respect of the officers in the areas of placement, career development, promotion ,etc. this system officers in the areas of placement, career development, promotion ,etc. this system also acts as
also acts as a feed-back mechanism for monitoring the performance of officers under a feed-back mechanism for monitoring the performance of officers under var
varioious us parparamametetersers. . It It hehelps lps ththem em to to imimprprove ove ththeieir r perperforformamance nce and and prepreparparee themselves for shouldering higher responsibilities in the organization.
themselves for shouldering higher responsibilities in the organization.
In other
In other words, performawords, performance appraisal means nce appraisal means systemsystematic evaluation of atic evaluation of the personalitythe personality and performance of each employee by his supervisor or some other person trained in and performance of each employee by his supervisor or some other person trained in the techniques of merit rating. It employs various rating techniques for comparing the techniques of merit rating. It employs various rating techniques for comparing individual employees in a work group,
individual employees in a work group,
OBJECTIVES OF PERFORMANCE
OBJECTIVES OF PERFORMANCE APPRAISALAPPRAISAL
•
• Helps the employees to overcome his weakness and improve over his strengthHelps the employees to overcome his weakness and improve over his strength and thus enable him to improve his performance and that of the department.
and thus enable him to improve his performance and that of the department.
•
• Generate adequate feedback and guidance from the reporting officers to theGenerate adequate feedback and guidance from the reporting officers to the employee.
employee.
•
• Contribute to the growth and development of the employee.Contribute to the growth and development of the employee.
•
• Helps in creating a desirable standardized culture and traditions inHelps in creating a desirable standardized culture and traditions in organizations.
organizations.
•
• Helps in identifying employee for the purpose of motivating, training &Helps in identifying employee for the purpose of motivating, training &
development.
development.
•
• Generate significant, relevant, free and valid information aboutGenerate significant, relevant, free and valid information about employee.
employee.
Thus a good performance appraisal system should primarily focus on employee Thus a good performance appraisal system should primarily focus on employee development and at the same time.
development and at the same time.
There are two broad methods of merit rating may be classified into:
There are two broad methods of merit rating may be classified into:
•
• TRADTIONAL METHODSTRADTIONAL METHODS
•
• ΜΜ ΟΟ DERN METHODSDERN METHODS
A) DETERMING THE OBJECTIVES OF
A) DETERMING THE OBJECTIVES OF PERFORMANCE APPRAISALPERFORMANCE APPRAISAL::
Before any performance appraisal programmed is initiated, it is essential to Before any performance appraisal programmed is initiated, it is essential to determine its objectives. The objectives of the appraisal programme may be either to determine its objectives. The objectives of the appraisal programme may be either to app performance against which their performance should be compared. However, an performance against which their performance should be compared. However, an approach that is more preferable is to establish, in writing, definite standard of approach that is more preferable is to establish, in writing, definite standard of accomplishment, which the employee can reasonably be expected to meet.
accomplishment, which the employee can reasonably be expected to meet.
C). FREQUENCY OF APPRAISAL:
C). FREQUENCY OF APPRAISAL:
The frequency of appraisal differs from organizations to organization and with the The frequency of appraisal differs from organizations to organization and with the nature of duties performed. There are spot appraisals, monthly, quarterly, and six nature of duties performed. There are spot appraisals, monthly, quarterly, and six monthly or yearly appraisals. But most of the organizations conduct yearly or half monthly or yearly appraisals. But most of the organizations conduct yearly or half yearly appraisa
yearly appraisals because ls because more frequent appraisals besides taking away time of more frequent appraisals besides taking away time of thethe appraiser or raters may create a sense of fear amongst the rates.
appraiser or raters may create a sense of fear amongst the rates.
D). DESIGNING OF FORMS:
D). DESIGNING OF FORMS:
The Punjab National Bank (officers) service regulations, which came into effect from The Punjab National Bank (officers) service regulations, which came into effect from
1st
1st JulJuly y 1971979, 9, forformemed d ththe e babasis sis of of the the peperforformrmancance e appappraraisaisal l sysystestem m anand d ththee promotion policy. A new promotion policy was formulated based on marks under promotion policy. A new promotion policy was formulated based on marks under
various parameters such as:
WORKING PERFORMANCE.
WORKING PERFORMANCE.
The present appraisal system of the bank had been serving the objectives for The present appraisal system of the bank had been serving the objectives for which it was meant since 1994, but to keep
which it was meant since 1994, but to keep pace with the fast changing economicpace with the fast changing economic and banking scenario and meet the competition, it was imperative to develop and and banking scenario and meet the competition, it was imperative to develop and utilize on human resource appropriately.
utilize on human resource appropriately.
To bring appr
To bring appropriopriate chanate changes for restrges for restructuucturinring g the govt . of the govt . of IndiIndia a formformed theed the committee of human resource Management to study all significant areas along committee of human resource Management to study all significant areas along with this Boston consultancy group was also appointed. The New Performance with this Boston consultancy group was also appointed. The New Performance Appraisal System was approved by the board in its meeting dated 15
Appraisal System was approved by the board in its meeting dated 15thth December December 2003, for being introduced w.e.f. 1
2003, for being introduced w.e.f. 1ststApril ‘2004.April ‘2004.