The document discusses performance appraisals and management. It outlines various purposes of performance appraisals including providing feedback, identifying strengths and weaknesses, and making compensation and promotion decisions. It also discusses different appraisal methods like rating scales, essays, and management by objectives. Key aspects of an effective appraisal process include establishing clear performance standards, training appraisers to reduce biases, and conducting appraisal interviews that emphasize strengths and problem solving.
The document discusses performance management processes including:
1) Setting objectives and defining responsibilities at the beginning of the cycle through performance planning.
2) Monitoring performance and providing ongoing feedback throughout the cycle.
3) Periodically reviewing performance and achievements to evaluate progress and make adjustments.
The document discusses various aspects of performance appraisals including common methods like rating scales and narratives, potential rater biases, best practices for effective appraisals, and characteristics of an effective performance appraisal process such as using job-related criteria and open communication between raters and employees. Performance appraisals are formal evaluations of employee job performance against standards with the goal of identifying development areas and providing feedback to improve performance.
This document discusses performance appraisal, including its purpose, design, and key success factors. It begins by defining the goals of performance appraisal as maximizing contribution to business objectives and providing an ongoing development cycle. It then covers designing an effective system, including using a competency-based approach, multi-rater feedback, and focusing on future development. The document emphasizes linking individual performance plans to business, functional, and team objectives. It concludes that clear communication and addressing cultural aspects are critical to the success of any performance appraisal system.
The document discusses performance appraisal, including definitions, objectives, methods, and steps. It provides an overview of traditional methods like ranking and modern methods like 360-degree feedback. The case study then summarizes HCL Enterprise's current performance appraisal system, which involves managerial appraisal during probationary periods. Employees self-appraise and are evaluated by their department head before being confirmed.
The document discusses performance appraisals, including definitions, objectives, importance, benefits, disadvantages and examples. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential for development. The key objectives of performance appraisals are identified as determining training needs, identifying employees for rewards/promotions, and measuring whether standards are achieved. Benefits include enhanced motivation, validation of selection processes, and providing a basis for decisions. However, performance appraisals can also be disadvantageous if not done appropriately and can waste time. An example of Pepsi-Cola's performance appraisal system focuses on feedback and balancing cultural and administrative needs. Potential appraisals aim to identify employees' hidden talents and skills for future
The document discusses performance appraisal, which is defined as the systematic evaluation of an employee's personality, traits, and job performance. It aims to determine an employee's contributions and value. Some key methods discussed include rating scales, checklists, forced distribution, and behavioral anchored rating scales. Performance appraisal provides benefits like improving performance, making correct decisions, and minimizing dissatisfaction. Future-oriented methods covered are management by objectives, psychological appraisal, and 360-degree feedback.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
This document provides an overview of job evaluation, including:
1. Job evaluation is a systematic process to define the relative worth of jobs within an organization to establish pay structures and ensure equal pay.
2. Analytical schemes involve analyzing jobs based on defined factors, while non-analytical schemes like ranking do not meet equal pay requirements.
3. Surveys find most organizations use analytical schemes like points-factor rating which provide yardsticks for objective evaluations.
This document discusses various methods of performance appraisal. It begins by defining performance appraisal as a method to evaluate an employee's performance in terms of quality, quantity, and cost. It then categorizes performance appraisal methods into traditional and modern methods. Some traditional methods discussed include rating scales, checklists, forced choice, critical incident reporting, and confidential reports. Modern methods discussed include management by objectives, 360-degree feedback, assessment centers, and psychological appraisal.
Presentation on performance appraisal process and methodsSirjana Chhetri
Provides specific examples of behaviors that exemplify different
performance levels on the rating scale. This reduces subjectivity and
anchors evaluations in observable behaviors.
This document discusses performance management in organizations. It defines performance management as a systematic process that involves employees in improving organizational effectiveness through accomplishing goals and missions. Key aspects of performance management include planning work, monitoring performance, developing capacity, periodically reviewing performance, and rewarding good performance. The overall aims are to align individual goals with organizational goals and improve performance at individual, departmental, and overall levels. Performance management helps clarify expectations, set goals, and encourage coaching and feedback to enhance commitment and performance.
The document outlines a 2-day training program on HRM auditing principles, practices, and processes. It discusses defining HRM audits and their benefits. The training will cover the fundamentals of HRM auditing, the audit process, and a case study. The process involves designing HR policies, assessing current practices against criteria, analyzing results, and taking action to address gaps.
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Performance Management System & Performance AppraisalArun VI
The document discusses performance management systems and performance appraisal. It explains that performance management systems take a systematic approach to improving individual and team performance in an organization, and include strategic functions like resource planning and organizational development as well as transactional functions like recruitment and selection. Performance appraisal evaluates and measures an individual's performance and helps categorize high and low performers so that low performers can receive training and high performers can be rewarded. Performance management differs from performance appraisal in that it involves continuous monitoring, setting clear objectives, and regular feedback throughout the performance cycle. An effective performance management system comprises forecasting, planning, controls, and reporting to improve policies, programs, and outcomes.
Performance appraisals provide several important benefits:
1. They provide employees with feedback on their performance which can help them improve and advance their careers through promotions, training, or pay increases.
2. The results are used to determine an employee's training and development needs to address any deficiencies and help them qualify for higher level positions.
3. They validate the selection process by assessing whether the tools used to hire and promote employees accurately predicted their actual job performance.
4. Past performance appraisals are used to identify which employees should be considered for promotions or transfers to new roles.
This document provides an overview of performance appraisal and management systems. It discusses the need for performance appraisals to provide feedback, identify training needs, and inform personnel decisions. It also covers the differences between traditional appraisal and modern performance management, focusing on elements like frequency of reviews and emphasis on development versus evaluation. Finally, it lists some common limitations and problems with performance appraisals, such as bias, errors in judgment, and resistance from employees.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
This document outlines the key aspects of a performance management system, including:
1. The meaning, scope, and objectives of performance management, which aims to enhance employee performance and provide feedback.
2. A four-phase performance management cycle of setting expectations, maintaining dialogue, evaluation, and addressing poor performance.
3. Prerequisites for an effective performance management system including clear policies and procedures.
4. Factors to consider when seeking to improve employee performance through targets and other drivers.
Performance appraisals involve establishing standards, measuring employee performance against those standards, providing feedback, and taking corrective actions. There are traditional methods like essay, ranking, and checklists as well as modern methods like 360-degree feedback and management by objectives. An effective performance appraisal process includes setting goals, evaluating performance, discussing evaluations, and identifying areas for improvement.
The document discusses performance appraisals and management. It outlines several purposes of performance appraisals including providing feedback, identifying strengths and weaknesses, and being the basis for compensation and promotion decisions. It also discusses different methods for conducting appraisals, such as self-appraisals, peer appraisals, and using objectives and rating scales. Common errors in appraisals like leniency, central tendency, and recency bias are also examined.
The document discusses performance appraisals and management. It outlines several purposes of performance appraisals including providing feedback, identifying strengths and weaknesses, and making compensation and promotion decisions. It also discusses different methods for conducting appraisals, such as using rating scales, essays, management by objectives, and checklists. Common errors in appraisals like leniency, central tendency, and recency are also examined. The document provides guidance on conducting effective appraisal interviews.
The document discusses performance appraisals, including their purposes, methods, and best practices. It outlines that performance appraisals aim to maintain organizational productivity by providing feedback to subordinates, documenting performance, and informing compensation and promotion decisions. Common methods discussed include rating scales, essays, management by objectives, and checklists. The document also covers reducing rating errors, preparing for and conducting effective appraisal interviews, and establishing performance standards.
This document discusses performance appraisals and managing employee performance. It outlines several key purposes of performance appraisals including providing feedback to employees, documenting performance, making compensation and promotion decisions, and setting goals. It also discusses different methods for conducting performance appraisals such as rating scales, essays, management by objectives, and critical incidents. Common errors in performance ratings like leniency, central tendency, and recency are also examined. The document provides guidance on conducting effective performance appraisal interviews.
The document discusses performance appraisals and managing employee performance. It outlines several purposes of performance appraisals including providing feedback to employees, documenting performance, making compensation and promotion decisions, and setting goals. It also discusses different methods for conducting performance appraisals such as rating scales, essays, management by objectives, and critical incidents. Key aspects of managing the performance appraisal process include training managers to conduct appraisals, setting clear performance standards, minimizing rating errors, and using different interview techniques.
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
The document discusses various methods for performance appraisal, including ranking, rating scales, behavioral observation, and management by objectives. It explains how to write SMART objectives and outlines the performance management process of planning, supporting performance, and final review. The purpose of performance appraisal is to provide feedback to employees to motivate, correct, and continue their performance as part of an integrated performance management approach.
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The document discusses performance management and performance appraisals. It covers various topics related to performance appraisals including definitions, objectives, processes, methods, common errors and ways to improve appraisal systems. Specifically, it discusses establishing standards and linking appraisals to business objectives, different appraisal methods like forced ranking and MBO, potential errors in appraisals and how to reduce errors through rater training and objective evaluation criteria.
The document discusses performance management and performance appraisals. It covers various topics related to performance appraisals including definitions, objectives, processes, methods, common errors and ways to improve appraisal systems. Specifically, it discusses establishing standards and linking appraisals to business objectives, different appraisal methods like forced ranking and MBO, potential errors in appraisals and reducing errors through rater training and objective data.
The document discusses performance management and performance appraisals. It covers various topics related to performance appraisals including definitions, objectives, processes, methods, common errors and ways to improve appraisal systems. Specifically, it discusses establishing standards and linking appraisals to business objectives. It also describes different appraisal methods like forced ranking, management by objectives and essay evaluations. Common errors like halo effects and ways to reduce errors through rater training are also outlined.
Contents
Introduction.
Definition of controlling.
Control process and types of control.
Definition of performance appraisal.
The Purposes of a Performance Appraisal.
Who Performs the Appraisal?
What Makes an Effective Appraisal System?
Conducting an Effective Performance Appraisal Meeting.
Bias in Performance Appraisals.
Performance appraisal refers to evaluating an employee's personality, performance, and potential. It has several objectives, including providing a basis for promotion/transfer/termination decisions, enhancing employee effectiveness, identifying training needs, aiding in career planning, improving communication, and developing relationships. The process involves establishing performance standards, communicating them, measuring actual performance, comparing to standards, and providing feedback. It benefits both employees and organizations by improving performance, motivation, and development opportunities. Multiple methods can be used, including essays, checklists, ratings scales, and management by objectives.
This document discusses best practices for conducting performance appraisals at Nova Southeastern University. It provides an overview of the performance appraisal process, including setting goals, filling out forms, conducting meetings, and addressing challenges. The objectives are to understand the rating scale, complete appraisal forms, have meaningful discussions, set effective goals, and prepare for common issues. Tips are provided for scheduling meetings, filling out forms accurately, using the SMART goal framework, and avoiding common appraisal mistakes.
This document discusses best practices for conducting performance appraisals at Nova Southeastern University. It provides an overview of the performance appraisal process, including setting goals, filling out forms, conducting meetings and addressing challenges. The objectives are to understand the rating scale, conduct meaningful discussions, and set effective goals. Key aspects are communicating, observing and evaluating employee performance on a regular basis to support development and organizational success.
The document provides an overview of performance appraisal processes and methods. It defines performance appraisal, outlines its objectives and processes. It describes various methods of performance appraisal including graphic rating scales, ranking, forced choice, critical incidents, management by objectives. It discusses sources of information, challenges, errors and strategies to improve performance appraisal.
The document outlines the objectives and key aspects of conducting performance evaluations for supervisors and mid-level managers. It discusses establishing clear goals and objectives, observing and documenting performance, providing ongoing feedback, using different evaluation models such as formal, 360-degree, or competency-based appraisals, rating performance in categories such as goals, duties, skills, and relationships, and ensuring supervisors and evaluators are properly trained in conducting effective evaluations. The overall purpose is to improve communication, measure and develop performance, and link evaluations to compensation, advancement, and retention decisions.
The document discusses performance appraisal, including definitions, objectives, criteria, methods, benefits, and challenges. Some key points:
- Performance appraisal is defined as a systematic, periodic evaluation of an employee's performance and potential. Its objectives include determining effectiveness, identifying weaknesses, and assessing promotion potential.
- Criteria include job knowledge, quality/quantity of work, teamwork, and adherence to company policies/procedures. Methods include confidential reports, essay evaluations, and critical incident techniques.
- Benefits are feedback to employees on their performance and development areas as well as organizational goals like compensation decisions. However, performance appraisals can be challenging to conduct objectively and time-consuming.
The document provides information about conducting effective performance appraisals. It discusses the objectives of performance appraisals, what should be appraised, and barriers to effective appraisals such as biases. It also outlines the key components of an appraisal, including planning, conducting the discussion, and follow up. Managers are advised to focus discussions on future improvements rather than past performance and document agreed upon goals.
The document outlines the complete process for fresher hiring, from planning and implementation to onboarding. It discusses analyzing the advantages and disadvantages of fresher recruitment, conducting gap analyses and capacity building, industry connections and pre-placement sessions. The interview process, selection, and evaluation are also covered. The document provides templates for recruitment calendars, manpower planning, and evaluation sheets. It stresses creating a 5-year roadmap and yearly hiring plan aligned with capacity planning timelines.
Training is a systematic process of improving employees' knowledge, skills, and attitudes. Traditionally, organizations believed managers were born and training was costly. However, modern approaches recognize training's importance. Training enhances performance, updates skills, and creates a smarter workforce. It benefits organizations by improving employee retention, motivation, and productivity. Common training methods include on-the-job and off-the-job techniques like lectures, simulations, and computer-based modules. Organizations evaluate training to ensure it achieves desired outcomes and allows continuous improvement. Management development specifically focuses on improving managers' competencies through long-term programs.
Some basic methods to show case the technology specialization of an IT company which includes the domain expertise and services offered by the organization
This document discusses employee communication strategies and their importance. It defines communication as conveying intended meanings between entities using shared signs and rules. Effective employee communication is crucial for uniting diverse employees' activities and preventing missed deadlines. Some issues that effective communication can resolve include long breaks, tardiness, low motivation, and lack of awareness of company vision. The document recommends several communication strategies and processes for organizations, such as using posters to demonstrate values, publishing monthly company updates, sending daily motivational emails, reviewing policies monthly, conducting quarterly employee surveys, publishing a quarterly newsletter, allowing employee presentations at meetings, and holding quarterly global meetings to connect all offices. Overall, the key message is that communication is critical for leadership.
An Information Security Management System (ISMS) is a systematic approach to managing sensitive company information according to the International Standard ISO/IEC 27001:2013. It helps identify, manage, and minimize threats to information by establishing policies, roles, and processes to assess and treat risks. The objective is to efficiently manage information security and achieve organizational buy-in through a multi-disciplinary approach involving various teams.
The document outlines guidelines for submitting ideas to an innovation lab for organizational growth. Employees can share ideas by first sending a summary and supporting details in a presentation following a prescribed format. Presentations should be no more than 11 slides and 10 minutes, addressing the problem solved, implementation process, and measurable benefits. A panel will evaluate submissions monthly based on criteria like feasibility and impact, with accepted ideas taken up for implementation. The goal is for employees to drive efficiency through sharing innovative ideas.
1. The document outlines the steps for onboarding and inducting a new employee, including communication before and after joining, tasks to be completed on the date of joining such as paperwork, system setup, and introductions, and training within the first week or month of employment.
2. Required documents are collected within one week of joining and a 30 day survey is conducted after the first month.
This document discusses team management and outlines key elements for effective team management. It defines team management as the ability to administer and coordinate a group of individuals to accomplish a task. Some important elements of successful team management include cohesive leadership, effective communication, defined roles and responsibilities for team members, and establishing a common goal for the team. The document also discusses problems that can arise in team management like lack of trust, fear of conflict, and lack of commitment, and provides some strategies and activities for resolving issues like building trust and team-building exercises.
The document outlines various projects and achievements of an HRBP including developing communication processes using SharePoint and Yammer, creating global HR policies and procedures, planning and executing training programs for new graduates, and developing employee engagement initiatives. It also discusses projects to increase employer branding on sites like Glassdoor, introduce internal survey cycles to measure satisfaction, and transition ISO standards. The HRBP was responsible for workforce management, digital marketing, training modules, and immigration processes.
The document summarizes various achievements of an organization supported by data from reports, surveys, and analytics:
- Onboarded over 150 hires globally and across industries, internally saving $50,000 while launching an employee engagement platform with 95% satisfaction. Monthly reporting showed attrition reduced from 20% to under 1%.
- Wage costs were monitored to remain under 15% of revenue compared to 30% initially. Audits and recertification were successfully completed for information management standards.
- Tools were implemented for communication, surveys, and training, transforming HR into an efficient, cost-effective decision-maker with 85% improved service ratings. Performance management was institutionalized for over 250 employees annually.
This document discusses the history and power of hashtags in social media marketing. It highlights quotes from entrepreneurs discussing their difficulties sharing ideas and building an audience. The document advises businesses to engage with customers on social media as it is not a passing trend. It provides tips to create and share content and maximize posts to connect with others on social media.
The document discusses leadership talent challenges in India and potential solutions. It finds that 78% of HR decision-makers in India say it is difficult to fill leadership positions. The top reasons for this are unrealistic compensation expectations and a lack of soft skills. This leadership challenge is negatively impacting organizations' ability to meet client needs, employee engagement, innovation and other key areas. Succession planning is the most commonly used strategy to address this, though it is not always the most impactful. The document provides recommendations for organizations to identify and build leadership talent pipelines, such as aligning talent strategies with business strategies and using data to broaden talent searches.
The document discusses trends in global employee engagement based on a survey of over 4 million employees. Key findings include:
- Global engagement increased from 62% to 65% over the past year, with the largest gains in Asia Pacific (+5 points) and Europe (+2 points).
- Engagement drivers varied by region. In Asia Pacific, rewards & recognition and work life balance saw the biggest improvements (+6 points each). In North America, performance management improved the most (+10 points).
- While Latin America has historically had the highest engagement at 72%, it remained stagnant over the past year despite improvements in various dimensions like performance management (+7 points) and empowerment/autonomy (+7 points).
In hc-deloitte-india-annual-compensation-trends-survey-report-fy-2016-noexpAbhisek Gupta
The document provides an overview of the scope, approach and methodology of Deloitte's annual India Compensation Trends Survey. It surveyed 250 organizations across 18 sectors to understand compensation and benefits trends. The survey methodology involved designing a questionnaire, finalizing target sectors and organizations, collecting data, validating responses, and analyzing results to generate an industry report. Key findings from the FY2015-16 report include average increment projections of 10.7% and variable pay of 17.4%, with variations across sectors and job levels. Pharma and Infrastructure sectors showed higher than average projections.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software developers.
This document discusses job enrichment strategies to increase employee satisfaction and motivation. It defines job enrichment as enhancing job responsibilities to make work more rewarding and challenging. The key aspects of job enrichment are identified as skill variety, task identity, task significance, autonomy, and feedback. Specific strategies are proposed, such as job rotation, combining tasks, participative management, and redistributing power and authority. A four-step process is outlined for implementing a job enrichment program that involves assessing satisfaction levels, identifying enrichment opportunities, designing the program, and communicating changes. Benefits include a more engaged and motivated workforce, while potential downsides include difficulty providing opportunities to all employees equally.
The document proposes creating an organizational process to capture and catalog learnings from issues or problems. This would help reduce recurrences of critical errors by documenting solutions. It would also help resolve new issues by following documented processes from past cases. The proposal involves:
1. Creating a process and repository to capture knowledge from each work group in a standardized format.
2. Communicating the process and assigning accountability to contribute lessons learned.
3. Incentivizing contributions to encourage participation.
Benefits would include reusable documentation to prevent errors, quick issue resolution following past solutions, and knowledge retention to reduce impacts from employee turnover.
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Talent Acquisition and Recruitment A Comprehensive Overview.pdfHire4x
We tried to draw a relation between effective Talent Acquisition & End-To-End Recruitment with the role of ATS in modern recruitment.
For More Information Follow Hire4x Regular Blogs.
Discover how top CEOs are incorporating AI into their business models to drive innovation and maintain a competitive edge in a rapidly evolving market. This article delves into the strategic approaches taken by industry leaders to seamlessly integrate AI technologies, optimize operations, and foster a culture of continuous improvement. By leveraging AI, these CEOs are not only enhancing efficiency and decision-making but also future-proofing their organizations against market disruptions. Learn from their experiences and insights to understand the transformative potential of AI and how it can be harnessed for sustainable growth and long-term success.
2. PERFORMERS APPRAISAL
LEARNING OBJECTIVES
Explain Purposes of Performance Management
Identify Success Factors in Good Programs
Identify Sources of Information for Evaluation
Explain Key Methods used in Managing
Performance
Outline the Manager/Sub-Ordinate Interview
4. OBJECTIVES
Opportunity to Regularly Discuss
Results
Supervisor Identifies Strengths and
Weaknesses
Fair and Equitable Format
Basis for Salary/Promotion
Recommendations
5. MAIN PURPOSES OF
PERFORMANCE MANAGEMENT
Individual Rewards (Base and Incentive)
Feedback for Sub-Ordinate (Plus and Minus)
Recognition of Superior Performance
Documentation of Weak Performance
Personnel Decision-Making
Future Goal Commitments (Planned
Achievements)
6. REASONS FOR APPRAISALS
Compensation "Pay for Performance"
Job Performance Improvements
Feedback to Subordinates
Documentation for Decisions
Goal Setting - Later Evaluation
Promotion Decisions
Identify Training Needs
HR Planning
7. PRIMARY USES OF PERFORMANCE
APPRAISALS
Small
Organizations
Large
Organizations
All
Organizations
Compensation 80.2% 66.7% 74.9%
Performance
improvement 46.3% 53.3% 48.4%
Feedback 40.3% 40.6% 40.4%
Documentation 29.0% 32.2% 30.2%
Promotion 26.1% 22.8% 24.8%
Training 5.1% 9.4% 7.3%
Transfer 8.1% 6.1% 7.3%
Discharge 4.9% 6.7% 5.6%
Layoff 2.1% 2.8% 2.4%
Personnel research 1.8% 2.8% 2.2%
Manpower planning 0.7% 2.8% 1.5%
8. TRENDS IN MANAGING
PERFORMANCE
Superior Performance leads to Superior
Rewards
Issue: How to objectively measure specific
goals!
Appraising/Evaluating
Managing Performance
VERSUS
9. WHO PERFORMS THE APPRAISAL?
Immediate
Supervisor
Higher Management
Self-Appraisals
Peers (Co-Workers)
Evaluation Teams
Customers
“360° Appraisals”
11. SELF-APPRAISAL
Performance appraisal done by the
employee being evaluated, generally
on an appraisal form completed by the
employee prior to the performance
review.
12. SUBORDINATE APPRAISAL
Performance appraisal of a
superior by an employee, which
is more appropriate for
developmental than for
administrative purposes.
13. PEER APPRAISAL
Performance appraisal done by one’s
fellow employees, generally on forms
that are complied into a single profile
for use in the performance interview
conducted by the employee’s manager.
14. TEAM APPRAISAL
Performance appraisal, based
on TQM concepts, that
recognizes team
accomplishment rather than
individual performance.
15. THE 360º APPRAISAL INTERVIEW
Individual
Staff
Self-Assessment
Supervisor
Other Superiors
Peers
Teams
Sub-Ordinates
Teams
Customers
Other Superiors
18. RATING ERRORS ISSUES
Carefully Developed Behavior
Descriptions Fair
Evaluation Scales
Factor Relatedness to the Job
19. TYPES OF RATING ERRORS
Leniency/Strictness Error
Define Anchors (Dimensions)
Force A Curve
Central Tendency
Reluctant to Give High/Low
Explain Need for Variability
Recency Error
Last Action Halo
Encourage Frequent Evaluation
20. ERROR OF CENTRAL TENDENCY
Performance-rating error in
which all employees are rated
about average.
21. LENIENCY OR STRICTNESS ERROR
Performance-rating error in which the
appraiser tends to give employees
either unusually high or unusually low
ratings.
22. RECENCY ERROR
Performance-rating error in
which the appraisal is based
largely on the employee’s most
recent behavior rather than on
behavior throughout the
appraisal period.
23. RATING ERRORS EXAMPLE
Halo
Job Rating Scale
EXCELLENT
on all factors
Leniency
Job Rating Scale
Employee A
EXCELLENT
Job Rating Scale
Employee B
EXCELLENT
Job Rating Scale
Employee C
SUPERIOR
Job Rating Scale
Employee D
EXCELLENT
Central
Tendency
Job Rating Scale
Employee A
AVERAGE
Job Rating Scale
Employee B
AVERAGE
Job Rating Scale
Employee C
AVERAGE
Job Rating Scale
Employee D
AVERAGE
Recency
Bias
Job rating scale behavior during the
last month has been POOR.
25. APPRAISAL TRAINING
PROGRAMS NEEDS
1. Explain Objectives
2. Review the Instrument
3. Define the Performance Standards
4. Understand Typical Subjective
Errors
5. Teach Interviewing Skills
26. SCHEDULING THE
PERFORMANCE APPRAISAL
1. Schedule the review and notify the employee
ten days or two weeks in advance.
2. Ask the employee to prepare for the session by
reviewing his or her performance, job
objectives, and development goals.
3. Clearly state that this will be the formal
annual performance appraisal.
27. PREPARING FOR THE REVIEW
FOR THE PERFORMANCE APPRAISAL
1. Review the performance documentation
collected throughout the year. Concentrate on
work patterns that have developed.
2. Be prepared to give specific examples of
above- or below-average performance.
3. When performance falls short of expectations,
determine what changes need to be made. If
performance meets or exceeds expectations,
discuss this and plan how to reinforce it.
4. After the appraisal is written, set it aside for a
few days and then review it again.
5. Follow whatever steps are required by your
organization’s performance appraisal system.
28. APPRAISAL INTERVIEWS
Schedule the interview 10 to 14 days in
advance.
Provide subordinates with a “guide” to follow in
planning for the interview.
Consider which of the following approaches to
use:
Tell-and-sell method
Tell-and-listen method
Problem-solving method (generally preferable)
29. TELL-AND-SELL INTERVIEWS
1. Supervisor persuades employee to
change in a prescribed way.
2. Employees sees how changed
behavior will be of great benefit.
30. TELL-AND-LISTEN INTERVIEWS
1. Supervisor covers strengths/weaknesses for
first half
2. Solicits employee’s feelings about comments
3. Deal with disagreement, non-defensively
4. Negotiate future concrete objectives
31. THE PROBLEM SOLVING
INTERVIEW
1. Discuss strengths and weaknesses since last
review
2. Explore feelings of sub-ordinate
3. Listening, accepting, and responding are
essential
4. Stimulate growth (performance) job
5. Discuss problems, needs, innovations,
satisfactions and dissatisfactions since last
review
6. Listen and respond with goal of helping
person and productivity.
32. APPRAISAL INTERVIEWS
During the Interview:
Emphasize strengths to build on.
Suggest more acceptable ways of acting.
Concentrate on present opportunities for growth.
Techniques:
Listen more than you talk.
Use a variety of types of questions.
Avoid the sandwich technique.
34. APPRAISAL PROGRAM FAILURE
CONCERNS
1. Little Benefit Relative to Time Commitment
2. Face to Face Confrontation
3. Unskilled Appraisers
4. Role Conflict: Judge or Teacher
35. APPRAISAL METHODS
Rating Scales
Essay
Management by Objectives
Check Lists by Key Words
Forced Choice Statements
Ranking of Employees
36. RATING SCALE METHODS
(MOST POPULAR)
(Check each trait being evaluated)
1. Global Scale (Total Performance)
2. Mixed Standard Scale (Choose from Different
Statements)
3. Behaviorally Anchored Rating Scale
(Descriptions along the scale to define)
37. BEHAVIORALLY ANCHORED RATING
SCALE (BARS)
A behavioral approach to
performance appraisal that
consists of a series of vertical
scales, one for each important
dimension of job performance.
39. GRAPHIC RATING-SCALE METHOD
Performance appraisal whereby each
employee is rated according to a scale
of pre-defined characteristics that are
job performance related.
41. FORCED-CHOICE METHOD
A trait approach to performance
appraisal that requires the rater
to choose from statements
designed to distinguish between
successful and unsuccessful
performance.
42. ESSAY METHOD
A trait approach to performance
appraisal that requires the rater to
compose a statement describing
employee behavior.
46. CRITICAL INCIDENT
Unusual event that denotes
superior or inferior employee
performance in some part of the
job.
47. MANAGEMENT BY OBJECTIVE
(MBO)
Philosophy of management that rates
performance on the basis of employee
achievement of goals set by mutual
agreement of employee and manager.
48. MANAGEMENT BY OBJECTIVES
(PETER DRUCKER)
Integrates performance and goal
setting
Frequent intervals
Record maintenance
Objective review jointly
Mutual buy-in
49. ADVANTAGES OF MBO
Employees Can Measure Performance
Quantifiable Goals
Joint Effort
Employee Satisfaction in Participation
50. DISADVANTAGES OF MBO
Success Not Validates by Research
Studies
Easy to Set Unrealistic Goals
Hard to Get Full Commitment to
Process
Difficult to Define Some Goals
51. PERFORMANCE APPRAISAL
INTERVIEW NEEDS
Trained Interview Techniques
Honesty in Appraisal
Well Planned Structure
Carefully Conducted
Feedback Openness
Adequate Time (more than one session
occasionally)
52. PROCEDURAL GUIDELINES
1. Listen More Than Talk (1/3 rule)
2. Vary the Questions (Open ended/elaboration)
3. Follow-up Questions (force through
responses)
4. Reflect Feelings (clarify-sincerity)
5. Avoid Sandwich Technique (Positive-
Negative-Positive)
Why? Signals Bad News
No More Bad News
Discourages Real Communication
53. MEASURING PERFORMANCE
Final review of
subordinate results
measured against
esta-blished or
revised goals
Periodic review
periods providing
feedback on interim
results measured
against established
goals
Joint agreement on
subordinate goals and
measures
Department-specific
goals Measures of
department
performance
Organization’s
common goals
Measures of
organization
performance
Supervisor lists goals
and measures for
subordinate
Subordinate proposes
goals and measures
for his or her job
New inputs provided
Inappropriate goals
eliminated