Performance Apraisal Meeting

7/31/2019 Performance Apraisal Meeting

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PERFORMANCE APPRAISAL

MEETING


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GROUP MEMBERS

Raja Faizan Ullah Khan

Haris Mehmood

Nadir Khan

Javaid Ali Khan


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COMPARING PERFORMANCE APPRAISAL

AND PERFORMANCE MANAGEMENT

Performance appraisal

Evaluating an employees current and/or past

performance relative to his or her performance

standards.

Performance management

The process employers use to make sure employees

are working toward organizational goals.


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PERFORMANCE APPRAISAL PROCESS

Step 1:

Prepare for the Meeting

Step 2:

Conduct the Meeting

Step 3:Follow-up


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TERMSUSEDTODESCRIBETHEANNUALMEETING

Performance Appraisal

Performance review

Performance evaluation

Where manager and employee discuss employee

performance document progress and apply a problemsolving approach to overcome the problems in the

present and future


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WHATMAKESTHEPROCESSWORK

Performance planning

Work with the employees all year round make them feel like

its a partnership. It helps to create a collaborative climate for

annual meeting

Performance communication

Dont give surprises at the annual meeting. Work with them

throughout the year they should know where they stand before

the annual meeting.

It will help them to be more open and less defensive

It will change your role from manager as an appraiser to

manager as an assistantin employee evaluation


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PERFORMANCE APPRAISALSUCCEEDSIF;

Manager performs as helper and problem solver

Employee is actively involved in the partnership and

engage in realistic self evaluation

Manager use appropriate in interpersonal skills

Employee should be aware of the process and know what

to expect before he enters the meeting

Meeting should not be delayed or postponed

Both parties should know the importance of performance

appraisal that it is to improve performance


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Schedule

The supervisor should schedule the performance review

meeting two weeks in advance.

He should inform the employees of when and where the

meeting will take place

Preparing employees

The purpose, including the benefits to the employee

Inform how the process will work

Your intent to ensure "no surprises".

Inform them with any work the employee should do

before the meeting.


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Prepare yourself

Make sure you have all the documents, data, information

related to the performance appraisal discussion

Before each appraisal meeting you should;

A. Remind yourself with your focus to improve performance

B. Review employee performance planning document. Think

how your going to evaluate him on each of the items


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THE APPRAISAL MEETING

Steps if employees have not evaluated themselves in

preparation

Set the climate and focus

Use the performance plan or rating form to evaluate

Begin performance diagnosis

Plan for the future

Document the conversation


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SETTINGTHECLIMATEANDFOCUS

Establish some level of comfort

Describe what will happen and how meeting will

proceed

Your behavior should be consistent with the goals and

process you have set out

Keep reminding that the meeting is for their betterment


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USINGTHEPERFORMANCEPLANOR

RATINGFORMTOEVALUATE

You go through each of the objective and standards

Determine the degree of success employee has achieved

If there are significant difference in opinion try to find

some middle ground where you both feel comfortable

If performance planning was done well and you

communicated throughout the year well such serious

disagreements will be unlikely to happen


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USINGTHEPERFORMANCEPLANOR

RATINGFORMTOEVALUATE (CONT)

If there is a rating method to appraise performance then

you start operationalizing each item by coming to an

agreement with the employee on what that item means.

Later ask the employee to rate himself and then you give

your assessment.

If there's a difference then talk and negotiate to find

common ground


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BEGINPERFORMANCEDIAGNOSIS

Determine the extent to which employee has achieved

The part which will help the employee to improve his

performance in the future is the diagnoses

Find the reasons if the employee failed to achieve the targets

or the standards

Emphases should be on finding causes and making solutions

Focus should be on learning

If someone did really good find out how he did it so it can

help others to achieve better as well


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PLANFORTHEFUTURE

Action planning for the future is very important

Identify barriers which hurt performance the last

year

Derive actions which will stop those barriers from

reoccurring


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DOCUMENTTHECONVERSATION

Now the step is to document the discussions and

appraisal

It will include either employee was able to meet histargets

Ask the employee to add his comments as well

regarding the meeting

Both manager and employee should sign the

document as a proof that they had a discussion


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ARRANGEANYFOLLOWUPS

Sometimes one meeting is not enough to

complete the process so follow up is arranged

Sometimes you and employee may need additional

information to determine either objective was achieved

or not

For that reason follow up meeting should be arranged

Once the appraisal process is completed it is time to

schedule the performance planning meeting for next year


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Performance Apraisal Meeting

Documents

Transcript of Performance Apraisal Meeting