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PERFORMANCE APPRAISAL (Management) 2 Chapter Objectives
 

PERFORMANCE APPRAISAL (Management) 2 Chapter Objectives

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

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