Basic Concepts in Performance Management and appraisal

Performance appraisal: Evaluating an employee’s current and / or past performance relative to his or her performance standards.

Virtually all companies have some formal or informal means of appraising their employees’ performance. We may define performance appraisal as any procedure that involves (1) setting work standards, (2) assessing the employee’s actual performance relative to those standards, and (3) providing feedback to the employee with the aim of motivating him or her to eliminate performance deficiencies or to continue to perform above par.

For most people, performance appraisal brings to mind appraisal tools like the teaching appraisal form in Figure below. However, forms are only part of the appraisal process. Performance appraisal also assumes that the employee knew what the performance standards were and received the feedback required to remove any performance deficiencies. The aim should always be to improve the employee’s and there by the company’s performance.

Traditionally Indian organizations conducted performance appraisal in a disorganized manner and willingness to listen and take orders were considered as indicators of good performance. The formal system followed by a large section of Indian companies and the government was covered in secrecy, and, therefore appraisals were named as confidential reports. Since then, things have changed and Larsen and Toubro (L&T) Ltd., with help from the Indian Institute of Management Ahmedabad faculty, as the earliest Indian company to shift from the traditional system and introduce a development oriented appraisal system.

Comparing Performance Appraisal and Performance Management:

Performance management: A process that consolidates goal setting, performance appraisal and development into a single common system, the aim of which is to ensure that the employee’s performance is supporting the company’s strategic aims.

While the idea that appraisals should improve employee and company performance is nothing new, many managers take the integrated nature of that process – of setting goals, training employees and then appraising and rewarding them more seriously today then they have in the past. They call the total, integrated process performance management. We may define performance management as a process that unites goal setting, performances appraisal and development into a single, common system whose aim is to ensure that the employee’s performance is supporting the company’s strategic aims. The distinguishing feature of performance management is that it explicitly measures the employee’s training, standards setting, appraisals and feedback relative to how his or her performance should be and is contributing to achieving the company’s goals.

Performance management therefore never just means meeting with a subordinate once or twice a year to review your performance. It means setting goal that make sense in terms of the company’s strategic aims. It means daily or weekly interactions to ensure continuous improvement in the employee’s capacity and performance. And it means ensuring that the employees have the training he or she needs to perform the job. The distinction is the contrast between a year end event – the completion of the appraisal form – and a process that starts the year with performance planning and is integral to the way people are managed throughout the year.

Classroom Teaching Appraisal by Students

Evaluating Faculty for promotion and Tenure
Class room teaching appraisal by students

Teacher———- course ————–

Term ————- academic —————–

Thoughtful student appraisal can help improve teaching effectiveness. Questionnaire is designed for that purposes, and your assistance is appreciated. Please do not sign your name.

Use the back of this form for any further comments you might want to express.

Directions: Place in the blank space before each statement the rating that most closely expresses you view

Exceptional Good Very Poor Don’t Know

7 6 5 4 3 2 1 X

1. How do you rate the agreement between course objectives and lesson assignments?
2. How do you rate the planning, organization, and use of class periods?
3. Are the teaching methods and techniques employed by the teacher appropriate and effective?
4. How do you rate the competences of the instructor in the subject?
5. How do you arte the interest of the teacher in the subject?
6. Does the teacher stimulate and challenge you to think and to questions?
7. Does he or she welcome differing points of view?
8. Does the teacher have a personal interest in helping you in and out of class?
9. How would you rate the fairness and effectiveness of the grading policies and procedures of the teacher?
10. Considering all the above items, what is your overall rating of this teacher?
11. How would you rate this teacher in comparison with all others you have in the college or university?

  • Nice work…

  • pooja

    plz help me out with how do we rate the employess in kra in kpi