Effective Employee Performance Appraisal IDS 705 Business Communications Amanda Chen Damian Glenn.
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Transcript of Effective Employee Performance Appraisal IDS 705 Business Communications Amanda Chen Damian Glenn.
Effective Employee Performance Appraisal
IDS 705Business Communications
Amanda ChenDamian Glenn
The process by which an employee’s contribution to the organization during a specified period of time is assessed.
Lets employees know how well they have performed in comparison with the standards of the organization
Performance Feedback
Performance Appraisal
STRATEGIC IMPORTANCE
Consistency between job behavior and
Organizational strategy
Organization values
Performance Management as an
Employee development tool
Administrative tool
A GOOD APPRAISAL SYSTEM
Criteria
Validity
Reliability
Freedom from bias: errors
Practicality
Recruitment
PA and other HRM Functions
Selection
Training &Development
Compensation
Labor Relations
PPAA
Why PA May Fail
Unclear Language
Mgr not taking PA seriously
Mgr not prepared
No on-going
feedback
Mgr not honest orsincere
Ineffective discussio
n
Lack appraisal
skills
Mgr Lacks Infor.
Insuff. Rewards
SUPERIORSUPERIOR
CUSTOMERSCUSTOMERS
TEAM
SUBORDINATESSUBORDINATES
PEERS
PEERS
SELFSELF
Alternative Sources of Appraisal
Training Appraisers
Leniency or Strictness Error
Similar-to-Me Error
Contrast Error
Error of Central Tendency Recency Error
Common Appraisal Errors
to Address in Training
Common Appraisal Errors
to Address in Training
Types of Performance to Measure
3 Types of Methods
Trait based
Behavior based
Results based
Measurement Methods Objective
Production Dollar Sales Performance Tests
Subjective Comparative
Procedures Ranking Forced Distribution
Trait Methods
Graphic Rating Scale
Mixed Standard Scale
Essay
Forced-Choice
Common Trait Methods of Appraisal
Common Trait Methods of Appraisal
Behavioral Methods
Critical Incidents Behavioral Checklist
Behaviorally Anchored Rating
Scale (BARS)
Behavior Observation
Scales
Common Behavioral Appraisal Methods
Common Behavioral Appraisal Methods
Results-based Methods
Used when It is not important how results are achieved There are many different ways to succeed
Practicality Contamination Deficiency Teamwork
PA Methods Vary upon Task Types
High Low
High Behavioral / Result
Ex: assembly workers
Result
Ex: sales
Low Behavioral
Ex: reporters
Extensive selection/ training
Ex: researchers
Knowledge of the transformation process
Reliability and Validity of PA Measurement
Contemporary PA Concepts
Management by objectives (MBO)
360-degree feedback
Self-managed teams
PA under a MBO ProgramStep 1:
Org. goals& metrics
Step 1:Org. goals& metrics
Step 2:Dpt. Goals& metrics
Step 2:Dpt. Goals& metrics
Step 5:Interimreview
Step 5:Interimreview
Step 5b:New inputs are then provided
Step 5b:New inputs are then provided
Step 5a:Inappropriate goals/metrics
deleted
Step 5a:Inappropriate goals/metrics
deleted
Step 4:Mutual
agreement
Step 4:Mutual
agreementStep 3:Sbt. proposes goals & metrics
Step 3:Sbt. proposes goals & metrics
Step 3:Spvr lists
goals & metrics
Step 3:Spvr lists
goals & metrics
Step 7:Review org. performance
Step 7:Review org. performance Step 6:
Finalreview
Step 6:Final
review
Self-Managed Teams
Characteristics Focusing group result Larger Span of control More part-time/contract
workers More cross-functional
workers
Challenges Measuring individual
result Unfair & Hard Quality and commitment
std. Diverse Measure cross-
functional performance Tough
360° Feedback
RelationshipsRelationships
AdaptabilityAdaptability
LeadershipLeadershipCommunicationCommunication
PersonalPersonalDevelopmentDevelopment
DevelopmentDevelopmentof Othersof Others
ProductionProduction TaskTaskManagementManagement
Example
CONCLUSION
Purposes of performance appraisal
Characteristics of an effective appraisal
Different sources of appraisal information
Various methods used for evaluation