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PERFORMANCE APPRAISAL (Management) 2 Chapter Objectives
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PERFORMANCE APPRAISAL (Management) 2 Chapter Objectives



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  • 1. PERFORMANCE APPRAISAL (Management) 1
  • 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. 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. Performance Appraisal Defined  System of review and evaluation of job performance  Assesses accomplishments and evolves plans for development 4
  • 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. Appraiser Discomfort  Performance appraisal process cuts into manager’s time  Experience can be unpleasant when employee has not performed well 6
  • 7. Employee Anxiety  Creates anxiety for appraised employee Rationale for Performance Appraisal  Provides legal and other benefits for employers 7
  • 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. 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. Responsibility for Appraisal  Immediate supervisor  Subordinates  Peers  Self-appraisal  Customer appraisal 10
  • 11. Performance Appraisal Methods  360-Degree Feedback  Rating Scales  Critical Incidents  Essay  Work Standards  Ranking 11
  • 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. Effective Appraisal System  Job-related criteria  Performance expectations  Standardization  Trained appraisers  Continuous open communication  Performance reviews  Due process 13
  • 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. The Appraisal Interview  Scheduling the interview  Interview structure  Use of praise and criticism  Employees’ role  Concluding the interview 15