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PERFORMANCE
APPRAISAL
(Management)


               1
Chapter Objectives

 Define performance appraisal and identify
  the uses of performance management
 Describe the perfor...
Chapter Objectives (Continued)

 Describe the legal implications of
  performance appraisal.
 Discuss the responsibility...
Performance Appraisal Defined
             System of review and
              evaluation of job
              performance...
Performance Management
 Process that significantly determines how
  organization performs
 Managers and employees work t...
Appraiser Discomfort
                Performance appraisal
                 process cuts into
                 manager’s ...
Employee Anxiety

   Creates anxiety for appraised employee


       Rationale for Performance Appraisal

   Provides le...
Uses of Performance Appraisal
     Human resource planning
     Recruitment and selection
     Training and development...
Performance Appraisal Process
   Plan the Performance
 Identify Performance Goals
    Communicate Goals
Establish Performa...
Responsibility for Appraisal
    Immediate supervisor
    Subordinates
    Peers
    Self-appraisal
    Customer appr...
Performance Appraisal Methods
   360-Degree Feedback
   Rating Scales
   Critical Incidents
   Essay
   Work Standard...
The Appraisal Period
            Prepared at specific
             intervals
            Usually annually or
           ...
Effective Appraisal System

  Job-related criteria
  Performance expectations
  Standardization
  Trained appraisers
 ...
Legal Implications
 Adverse impact on protected classes
 The controlling of subordinate career
 Should have someone rev...
The Appraisal Interview
 Scheduling the
  interview
 Interview structure
 Use of praise and
  criticism
 Employees’ ro...
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PERFORMANCE APPRAISAL (Management) 2 Chapter Objectives

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Transcript of "PERFORMANCE APPRAISAL (Management) 2 Chapter Objectives"

  1. 1. PERFORMANCE APPRAISAL (Management) 1
  2. 2. Chapter Objectives  Define performance appraisal and identify the uses of performance management  Describe the performance appraisal process  Identify the various performance appraisal methods used  The reason behind appraisal discomfort  Explain the characteristics of an effective appraisal system 2
  3. 3. Chapter Objectives (Continued)  Describe the legal implications of performance appraisal.  Discuss the responsibility of performance appraisal  Explain how the appraisal interview should be conducted.  Interview with Human Resources Manager about Performance Management Systems 3
  4. 4. Performance Appraisal Defined  System of review and evaluation of job performance  Assesses accomplishments and evolves plans for development 4
  5. 5. Performance Management  Process that significantly determines how organization performs  Managers and employees work together to set expectations, review results and reward performance.  Platform for assessing individual and team performance 5
  6. 6. Appraiser Discomfort  Performance appraisal process cuts into manager’s time  Experience can be unpleasant when employee has not performed well 6
  7. 7. Employee Anxiety  Creates anxiety for appraised employee Rationale for Performance Appraisal  Provides legal and other benefits for employers 7
  8. 8. Uses of Performance Appraisal  Human resource planning  Recruitment and selection  Training and development  Career planning and development  Compensation programs  Internal employee relations  Assessment of employee potential 8
  9. 9. Performance Appraisal Process Plan the Performance Identify Performance Goals Communicate Goals Establish Performance Criteria Determine: Anticipate and Consider Responsibility for Appraisal Problems in PA Appraisal Period Effective PA Systems Appraisal Method(s) Computer Software Management Support Examine Work Performed Coaching and T&D Appraise the Results Conduct Appraisal Interview Discuss Goals for Next Period 9
  10. 10. Responsibility for Appraisal  Immediate supervisor  Subordinates  Peers  Self-appraisal  Customer appraisal 10
  11. 11. Performance Appraisal Methods  360-Degree Feedback  Rating Scales  Critical Incidents  Essay  Work Standards  Ranking 11
  12. 12. The Appraisal Period  Prepared at specific intervals  Usually annually or semiannually  Period may begin with employee’s date of hire  All employees may be evaluated at same time 12
  13. 13. Effective Appraisal System  Job-related criteria  Performance expectations  Standardization  Trained appraisers  Continuous open communication  Performance reviews  Due process 13
  14. 14. Legal Implications  Adverse impact on protected classes  The controlling of subordinate career  Should have someone review and approve appraisals  The rater must have personal knowledge of employee’s performance  The appraisal system must use predetermined criteria 14
  15. 15. The Appraisal Interview  Scheduling the interview  Interview structure  Use of praise and criticism  Employees’ role  Concluding the interview 15
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