HR Knowledge: Performance Management and Appraisal - SHRM India
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Performance Management and Appraisal Myrna Gusdorf, MBA, SPHR 2009
description
Performance management:Dynamic, continuous process.Improves organizational effectiveness.Strategic goals.Performance appraisal:Periodic (usually annual) event.Formal review.Last step in performance management process.
Transcript of HR Knowledge: Performance Management and Appraisal - SHRM India
Performance Management and Appraisal
Myrna Gusdorf, MBA, SPHR 2009
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Objectives
• At the end of this, you will:> Relate individual performance appraisal to the
organizationwide performance management process.> Identify a variety of appraisal methods.> Explain HR’s role in the performance management
process.> Revise performance appraisal statements.> Practice performance appraisal interviewing
techniques. > Have the skills necessary to use the performance
appraisal process as a positive enhancement to employee performance.
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Performance Management and Performance Appraisal
• Performance management:> Dynamic, continuous process.> Improves organizational effectiveness.> Strategic goals.
• Performance appraisal:> Periodic (usually annual) event.> Formal review.> Last step in performance management process.
Mondy, R. (2008). Human resource management, 10th ed. New Jersey: Pearson Prentice Hall, 224-225.
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Who’s Involved? What Are Their Needs?
• Organization:> Information.> Documentation.
• Supervisor:> Documentation.> Motivation.
• Employee:> Feedback.> Support for career growth.> Increased compensation.
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Performance Management Goals
• Communication between supervisor and
employee.
• Feedback on performance.
• Documentation.
• Development Goals.
• Alignment with strategic planning goals.
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HR’s Role in Performance Management
• Participate in strategic planning.
• Conduct job analysis.
• Support performance management.
• Design appraisal system.
• Train and support managers.
• Maintain documents.
• Provide employee due process.
• Ensure integrity of the system.
• Ensure compliance with nondiscrimination laws.
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Performance Management Process
1. Prerequisites.
2. Performance planning.
3. Performance execution.
4. Performance assessment.
5. Performance review.
6. Performance renewal and re-contracting.
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Planning
Execution
AssessmentReview
Renewal
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1. Prerequisites
• Prerequisites:> Strategic planning.> Job analysis.
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2. Performance Planning
• Employees must have thorough knowledge of the performance management system.
• Meeting between employee and manager.
• Set SMART goals and measurement standards:> Results.> Behavior.> Developmental plans.
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Writing SMART Performance Objectives
• Practice writing SMART performance objectives:> S – Specific.> M – Measurable.> A – Attainable.> R – Realistic.> T – Timely.
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3. Performance Execution
• Shared responsibility> Employee responsibility:
• Commitment to established goals.• Communication and update with manager.
> Manager responsibility:• Feedback, coaching and reinforcement.• Resource support.• Accurate observation and documentation.
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4. Performance Assessment and Appraisal
• Who should appraise?> Supervisors.> Peers and team members.> Subordinates.> 360 degree feedback.
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What About the Employee?
Should employees do self-appraisals?
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Performance Appraisal Methods
• Graphic rating scale.
• Ranking method.
• Forced distribution method.
• Critical incident method.
• Essay method.
• BARS–behaviorally anchored rating scale.
• MBO–management by objectives.
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Performance Appraisal Problems
• Appraiser discomfort.
• Strictness/leniency.
• Bias and lack of objectivity.
• Manipulating the evaluation.
• Halo/horns effect.
• Central tendency error.
• Recent behavior.
• Supervisor unable to observe behavior.
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Writing the Appraisal Review Document
Are your comments accurate and meaningful to the employee or just clichés?
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Performance Management and Appraisal
Session 2
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Getting Ready for the Interview
Before you start that interview, what do you need?
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5. Conducting the Performance Interview
• Explain the purpose of the interview.
• Discuss self-appraisal.
• Share ratings and explain rationale.
• Discuss development plans.
• Employee summary.
• Rewards discussion (if appropriate).
• Set follow-up meeting.
• Employee signature.
• Supervisor recap.
• Appeals process.
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6. Performance Renewal and Re-Contracting
• Final step in performance management process.
• Readjust based on insight from completed process.
• Plan for next performance management cycle.
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Problems With Assessment/Appraisal
• Tied to compensation.
• Employees lack motivation.
• Manager and employee don’t agree on results.
• Management reluctance.
• No performance documentation.
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Issues With Performance Management
• Legal issues.
• Untrained raters.
• Rater errors.
• Rater distortion.
• No grievance procedure.
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Poorly Implemented PM Systems
• False and misleading information.
• Increased turnover.
• Wasted time and money.
• Damaged relationships.
• Decreased motivation.
• Job dissatisfaction.
• Risk of litigation.
• Unfair standards.
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Performance Management Skills
• Communication.
• Coaching.
• Giving feedback.
• Empathy.
• Teamwork.
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Let’s Practice Your Performance Appraisal Skills
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Thank You!
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