APPROACHES, ISSUES & CHALLENGES IN APPRAISAl
APPROACHES, ISSUES & CHALLENGES IN APPRAISAl
CHALLENGES IN APPRAISAL
Presented By:-
Alisha Pandit
Bhavya
Ramaque Jawaid Warsi
Subodh Kant Pandey
APPRAISAL IN TODAY’S WORLD
• Ideal for private sector organizations than public sector organisations as peer reviews at public sector
organizations are more lenient.
• Include five major components :
Self Appraisal
Managerial Reviews
Peer Reviews
Subordinates Appraising Manager (SAM)
Customer or Client Reviews.
• RBS, Sainsbury’s, and G4S are using 360-degree, multi-rater performance feedback to measure employee
performance.
3. ASSESSMENT CENTRE METHOD
• Behaviourally anchored rating scales (BARS) bring out both the qualitative and quantitative
benefits in a performance appraisal process. BARS compares employee performance with
specific behavioural examples that are anchored to numerical ratings.
• Ideal for businesses of all sizes and industries can use BARS to assess the performance of their
entire workforce from the entry level agent to c-suite executives
5. PSYCHOLOGICAL APPRAISALS
• This method focuses on analysing an employee’s future performance rather than their past work.
These appraisals are used to analyse seven major components of an employee’s performance
such as interpersonal skills, cognitive abilities, intellectual traits, leadership skills, personality
traits, emotional quotient, and other related skills.
• Large enterprises can use psychological appraisals for an array of reasons including development
of leadership pipeline, team building, conflict resolutions, and more.
6. HUMAN-RESOURCE (COST) ACCOUNTING METHOD
• Effectively measure the cost and value that an employee brings to the organization
• Help identify the financial implications that an employee’s performance has on the organization’s
bottom line
• Ideal for Startups and small businesses where the performance of one employee can make or
break the organization’s success.
CHALLENGES IN APPRAISAL :-
• Several problems may arise during performance appraisals. Some problem arises from the
manager, some from the employees and some from other factors (Wells et.al, 1994).
• Most employees dislike performance appraisal interviews for fear of criticism, fear of
uncertainty in handling question and fear that their salaries, promotions and their destinies with
the organization hinge upon the outcomes of these interviews as justification for decisions that
are already made concerning salaries, promotions and job tenures.
• Sometimes organizations come across various problems and challenges of performance appraisal
in order to make a performance appraisal system effective and successful.
CONCLUSION :-
• In the end choosing the right performance appraisal method is more critical than ever since it
reflects what we think of your employees and how much we care about employee morale.
• Once we’ve found an ideal performance review method for our needs, the next step is
implementing it properly to eliminate critical performance gaps and address pressing issues that
impact ROI.