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Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
Performance Appraisal
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Performance Appraisal

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  • HANOUT
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  • Transcript

    • 1. PERFORMANCE APPRAISAL & EVALUATION
    • 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. TQM VIEW OF APPRAISAL
    • 4. RESPONSE TO DEMING
    • 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. OBJECTIVITY <ul><li>Recommendation 1 : </li></ul><ul><li>Appraisals should be objective, rational, and accurate </li></ul><ul><li>Reality : </li></ul>
    • 7. Scale Orientations <ul><li>Traits </li></ul><ul><li>Behaviors </li></ul><ul><li>Results </li></ul>
    • 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. 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. 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. 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. 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. 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. 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. PERFORMANCE MANAGEMENT Goal Setting Coaching And feedback Rate and Evaluate Formal Feedback Session
    • 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. 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. ADVANTAGES OF MBO

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