This was the human resource management pdf
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This document discusses topics related to performance management, including MBO, factors that can distort appraisals, and creating effective performance management systems. It begins by defining MBO as a framework that sets goals tailored to meet business needs. It then discusses factors like leniency error, halo effect, and central tendency that can distort appraisals. Finally, it recommends best practices for effective systems like using behavior-based measures, combining absolute and relative standards, providing ongoing feedback, and training appraisers.
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- 1. Presentation Of HRM Hamid rehan:(Bsse-F22-e11) Faisal zaheer:(bsse-F22-e12) M. Farhan Khan:(bsse-F22-14) Sajawal khan:(bsse-F22-e02)
- 2. TOPIC NAME MBO Factors That Can Distort Appraisals Creating More Effective Performance Management Systems The performance Appraisal Meeting
- 3. MBO MBO MBO stand for Management by Objectives and is a framework designed to manage businesses baes their needs and goals. MBO goals are tailored to meet the needs of today’s fast-growing businesses and fast-paced work environment. Does MBO Work The MBO approach usually results in better teamwork and communication. It provides the employees with a clear understanding of what is expected of them. The supervisors set goals for every member of the team, and every employee is provided with a list of unique tasks. Every employees is assigned unique goals.
- 4. Factors That Can Distort Appraisals Leniency Error: Leniency Error is when a raters’ tendency is to rate all employees at the positive end of the scale (positive leniency) or at the low end of the scale (negative leniency). This can happen when a manager over-emphasizes either positive or negative behaviors. Halo Error: The tendency to make inappropriate generalizations form one aspect of a person’s job performance. This is due to being influenced one more outstanding characteristics, either positive or negative.
- 5. Similarity Error: Feeling more at ease with people who are we believe to be similar to ourselves is normal; if we aren’t careful, however, this feeling can interfere with the appraisal process. This is know as the similarity error. Low Appraiser Motivation: In HRM a low appraiser error refers to a situation where a manager consistently rates their employees lower than their actual performance warrants. This can lead to unfair evaluations and potential demotivation among employees.
- 6. Central Tendency: Central tendency refers to the tendency of raters to rate all employees as average or ear average, regardless of their actual performance. Inflationary Pressures: Inflationary pressure refers to the upward force on price within an economy, typically caused by factors such as increased demand, rising production costs, r expansionary monetary policies. Inappropriate for performance: Refer to behaviors, actions, or criteria that are not relevant or suitable for evaluating an employee’s job performance. It undermines the fairness and accuracy of performance evaluations and can lead to dissatisfaction among employees. Attribution Theory: Attribution theory is applied to understand how managers and employees attributes the causes of performance outcomes within the workplace.
- 7. Creating More Effective Performance Management System: Use Behavior-Based Measures: HRM focus on evaluating employees’ actions, attitudes, and interpersonal skills rather than just their output or outcomes. These measures assess how employees behave such as their communication style, teamwork, problem solving approach etc. Combine Absolute and Relative Standard: Absolute standard refer to specific, measurable criteria use to evaluate performance without considering external factors, while relative standards compare an individuals performance to others within the same context or organization.
- 8. Provide Ongoing Feedback: Ongoing feedback involves providing regular, timely and constructive input to employees about their performance, progress, and areas for improvement. Use Multiple Raters: Using multiple raters such as peers, supervisors, and subordinates, in HRM feedback processes can offer a more comprehensive and balanced perspective on an employee’s performance.
- 9. Rate Selectivity: Selection rate is the rate at which a particular idea, advice or an individual gets selected. It can also be understood as the proportion of candidates or applicants who are promoted, hired or selected otherwise. Train Appraiser: A train appraiser typically refers to someone who is trained to conduct performance appraisals or evaluations within organization.
- 10. The Performance Appraisal Meeting A performance appraisal meeting isa scheduled discussion between an employee and their supervisor or manager to evaluate the employee’s performance over a specific period. It typically involves reviewing the employee’s accomplishments, strengths, areas for improvement, and setting goals for the future.