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Performance Appraisal

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  • HANOUT
  • .
  • .
  • Transcript

    • 1. PERFORMANCE APPRAISAL & EVALUATION
    • 2. APPRAISAL POPULARITY
      • Large Organizations: 95%
      • Small Organizations: 84%
      • All Private Organizations: 89%
      • City Governments: 76%
      • State Governments: 100%
    • 3. TQM VIEW OF APPRAISAL
    • 4. RESPONSE TO DEMING
    • 5. KEYS TO BETTER APPRAISAL
      • Increase objectivity
      • Improve appraisal interview session
      • Emphasize Performance Management
    • 6. OBJECTIVITY
      • Recommendation 1 :
      • Appraisals should be objective, rational, and accurate
      • Reality :
    • 7. Scale Orientations
      • Traits
      • Behaviors
      • Results
    • 8. SCALE FORMAT
      • Comparative (Comparison among workers)
        • Forced Distribution
        • Rank
        • Paired Comparison
      • Comparison among anchors
        • Forced Choice
      • Graphic Rating Scales (Compare to anchors)
        • BARS
        • BOS (summated scale)
      • MBO
    • 9. Common Rater Errors
      • Negative and positive skew (LENIENCY/severity)
      • Halo/Horn
      • Central Tendency (Dilbert)
      • Attribution error
      • Stereotyping (representativeness)
      • First Impression (anchoring)
      • Recency (Dilbert)
      • Contrast Effect
      • Similar/dissimilar to me Effect
    • 10. REDUCING RATER ERRORS
      • Memory aids
      • Frame of reference training (rater training)
      • Rater accountability
      • Increased frequency
    • 11. OBJECTIVITY
      • Recommendation :
      • Appraisals should be objective, rational, and accurate
      • Reality :
      • Subjectivity and inaccuracy often dominates the appraisal process
        • Subjective methods
        • Manager’s unconscious bias/rater errors
        • Deliberate manipulation
          • Why?
          • Impact?
          • Overcoming this
    • 12. KEYS TO BETTER APPRAISAL
      • Increase objectivity
      • Improve appraisal interview session
      • Emphasize Performance Management
    • 13. IMPROVING APPRAISAL: APPRAISAL SESSION
      • Put Employee at Ease
      • Participation
        • Appeal
        • Self-evaluation
      • Performance Focus
      • Sensitivity
        • Tone
        • Positive Feedback
      • Examples
      • Performance plans
    • 14. KEYS TO BETTER APPRAISAL
      • Increase objectivity
      • Improve appraisal interview session
      • Emphasize Performance Management
    • 15. PERFORMANCE MANAGEMENT Goal Setting Coaching And feedback Rate and Evaluate Formal Feedback Session
    • 16. PERFORMANCE MANAGEMENT & MBO
      • Clarify goals/expectations
        • jointly determined
        • cascading
      • 2. Periodic review and feedback
        • based on input from multiple sources
        • 360 degree feedback
      • 3. Coaching based on developmental sessions
      • 4. Performance-based rewards
    • 17. IMPLEMENTING MBO
      • Formulate overall objectives
      • Allocate among departments
      • Specific objectives for department members
      • Implement action plans
      • Review progress and provide feedback
      • Provide performance-based rewards
    • 18. ADVANTAGES OF MBO

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