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PERFORMANCE APPRAISAL & EVALUATION
APPRAISAL POPULARITY <ul><li>Large Organizations: 95% </li></ul><ul><li>Small Organizations: 84% </li></ul><ul><li>All Pri...
TQM VIEW OF APPRAISAL
RESPONSE TO DEMING
KEYS TO BETTER APPRAISAL   <ul><li>Increase objectivity </li></ul><ul><li>Improve appraisal interview session </li></ul><u...
OBJECTIVITY <ul><li>Recommendation 1 : </li></ul><ul><li>Appraisals should be objective, rational, and accurate </li></ul>...
Scale Orientations <ul><li>Traits </li></ul><ul><li>Behaviors </li></ul><ul><li>Results </li></ul>
SCALE FORMAT <ul><li>Comparative (Comparison among workers) </li></ul><ul><ul><li>Forced Distribution </li></ul></ul><ul><...
Common Rater Errors <ul><li>Negative and positive skew (LENIENCY/severity) </li></ul><ul><li>Halo/Horn </li></ul><ul><li>C...
REDUCING RATER ERRORS <ul><li>Memory aids </li></ul><ul><li>Frame of reference training (rater training)  </li></ul><ul><l...
OBJECTIVITY <ul><li>Recommendation : </li></ul><ul><li>Appraisals should be objective, rational, and accurate </li></ul><u...
KEYS TO BETTER APPRAISAL   <ul><li>Increase objectivity </li></ul><ul><li>Improve appraisal interview session </li></ul><u...
IMPROVING APPRAISAL: APPRAISAL SESSION <ul><li>Put Employee at Ease </li></ul><ul><li>Participation  </li></ul><ul><ul><li...
KEYS TO BETTER APPRAISAL   <ul><li>Increase objectivity </li></ul><ul><li>Improve appraisal interview session </li></ul><u...
PERFORMANCE MANAGEMENT Goal  Setting Coaching And feedback Rate and Evaluate Formal Feedback Session
PERFORMANCE MANAGEMENT & MBO <ul><li>Clarify goals/expectations </li></ul><ul><ul><li>jointly determined  </li></ul></ul><...
IMPLEMENTING MBO <ul><li>Formulate overall objectives </li></ul><ul><li>Allocate among departments </li></ul><ul><li>Speci...
ADVANTAGES OF MBO
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Performance Appraisal

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  • Transcript of "Performance Appraisal"

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