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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