Free Download PPTS for MBA

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I am in 2nd semester of MBA Course. I have to make a minor project on ‘Performance Review System topic. So I am searching for some sample PPTs to get idea to make project on ‘Performance Review System. So will you tell me from where I can download PPTs?

[shikha]

As you are looking to download project PPT on Performance Review System for MBA Students, so here I am providing sample PPT:

Sample PPT on Performance Review System:

INTRODUCTION
Performance Appraisal is a formal, structured system that compares employee performance to established standards. Assessment of job performance is shared with employees being appraised through one of several primary methods of performance appraisals. Elements in performance appraisal methods are tailored to the organization's employees, jobs, and structure.

Performance appraisals, also known as employee appraisal are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business planning. Each staff member is appraised by their line manager. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization. Performance appraisal is a part of career development and regular review of employee performance within organizations.

Annual performance appraisals enable management and monitoring of standards, agreeing expectations and objectives, and delegation of responsibilities and tasks. Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning.

Performance appraisal should also be viewed as a system of highly interactive processes which involve personnel at all levels in differing degrees in determining job expectations, writing job descriptions, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results

Performance appraisals are important for staff motivation, aligning individual and organizational aims, and fostering positive relationships between management and staff.

Appraisals must address 'whole person' development - not just job skills or the skills required for the next promotion. Appraisals must not discriminate against anyone on the grounds of age, gender, sexual orientation, race, religion, disability, etc.

Performance appraisals should be positive experiences. The appraisals process provides the platform for development and motivation, so organizations should foster a feeling that performance appraisals are positive opportunities, in order to get the best out of the people and the process.

Requirements for effective performance management system:
1. Effective performance management requires a good deal of face-to-face supervisor-employee interaction. By knowing the subordinates, a supervisor can steer them onto a path of greater productivity and optimized output. Long-term successful business owners view performance appraisal as a process of getting to know the people who work for them. It is the most significant and indispensable tool for an organization. It provides information, which helps in taking important decisions for the development of an individual and the organization.

2. Thus, one phase of the annual performance management cycle is performance appraisal, the process of reviewing employee performance vis--vis the set expectations in a realistic manner, documenting the review, and delivering the review verbally in a face-to-face meeting, to raise performance standards year over year through honest and constructive feedback. In the process management expects to reinforce the employees strengths, identify improvement areas so that one can work on them and also set stretched goals for the coming year.

An effective review process helps organizations in three areas:
1. Evaluation and improving personnel selection and training systems;
2. Preventing wrongful termination; and
3. Increasing real employee diversity

Some Basic Concepts:
Performance refers to an employees accomplishment of assigned tasks.

Performance Appraisal is the systematic description of the job-relevant strengths and weaknesses of an individual or a group.

Appraisal period is the length of time during which an employees job performance is observed in order to make a formal report of it.

Performance Management is the total process of observing an employees performance in relation to job requirements over a period of time (I.e. clarifying expectations, setting goals, providing on-the-job coaching, storing and recalling information about performance) and then making an appraisal of it. Information gained from the process may be fed back via an appraisal interview to determine the relevance of individual and work-group performance to organizational purposes, improve the effectiveness of unit and improve work performance of employees.

Performance and Development Planning (PDP):
PDP is a process for managers that aligns individual performance with company goals and ensures focus on the development of talent company-wide. PDP is an important step in their corporate effort to engage and enable employees to deliver their contribution to their business. Also, PDP serves to enable employees to identify and realize personal opportunities for development that are aligned to current and future business challenges.

Objectives of Performance Appraisal:
Let the employees know where they stand in so far as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development.

Assessment of skills within an organization.

Set targets for future performance.

Effect promotions based on competence and performance.

Strengthen relationship between superior and subordinate.

Assess the training and development needs of employees.

Identify the strengths and weaknesses of employees.

Decide upon a pay raise (increments).

Determine whether human resource programs such, as selection, training and transfers have been effective or not.

Form a basis for personnel decisions-salary (merit) increases, promotions, disciplinary actions, etc.

Provide the opportunity for organizational diagnosis and development.

Facilitate communication between employee and administrator.

Increase motivation to perform effectively.

Better clarify and define job functions and responsibilities.

Clarify organizational goals so they can be more readily accepted.