performance appraisal system (MNG 106)


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presented by Sazkia Zantana L. Diamante in MNG 106 subject

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performance appraisal system (MNG 106)

  1. 1. PERFORMANCE APPRAISAL SYSTEM Sazkia Zantana L. Diamante Mine Management
  2. 2. WHAT IS PERFORMANCE APPRAISAL?  is the ongoing process of evaluating employee performance.  began as simple methods of income justification  was used to decide whether or not the salary or wage of an individual employee was justified
  3. 3. WHY APPRAISE PERFORMANCE ? To communicate to employees: 1.The behavior that you would like them to change. 2. The behavior that you would like them to repeat.
  4. 4. PERFORMANCE APPRAISAL STEPS 1. Setting Objectives/ Communicating Expectations 2. Feedback & Documentation 3. Preparing for the Review 4. Writing the Review 5. Delivering the Review
  5. 5. OBJECTIVES MUST BE “SMARTS” Specific -Clear in meaning, without room for misunderstanding Measurable -Defined by quantity, quality, timeliness, or cost Achievable -Challenging but within the employee’s capability Relevant -Applicable to the employee & the position Time-Bound -States when the objective should start and/or finish Supportive -In alignment with the strategies of the company
  6. 6. ON-GOING FEEDBACK  How to give positive feedback:  Be sincere & appreciative  Be specific  Explain the impact  How to give constructive feedback:  Be direct  Be specific. State what you observed  Be non-punishing  Balance both formal and informal feedback
  7. 7. DOCUMENTING PERFORMANCE  Document everything  Cite specific examples  Use facts (including dates, times, witnesses, etc.)…not feelings or perceptions.  Do not place documentation in an employee’s file without first having a discussion about the matter with the employee.
  8. 8. PREPARING FOR THE REVIEW  Review the employee’s job description as well as expectation and objectives established at the beginning or during the review period.  Gather your documentation.  Collect data/reports on relevant performance measures.  Solicit feedback from the employee.
  9. 9. ANYTHING IN WRITING MUST BE:  Accurate  Write descriptive examples using dates, times, etc.  Job-related  Each comment should directly apply to the job.  Observed  Hearsay evidence is rarely appropriate  Behavioral  Describe specific behaviors, not feelings or opinions.  Balanced
  10. 10. PURPOSE OF PERFORMANCE APPRAISAL SYSTEMS  Companies use performance appraisals for evaluation and developmental purposes  Performance appraisals offer evidence for pay increases or for terminations.  Well-designed performance appraisals can start dialogue between supervisors, direct reports and coworkers that may result in positive outcomes for the individuals and the business.
  11. 11. FACTORS AFFECTING THE EFFECTIVENESS OF PERFORMANCE APPRAISAL SYSTEMS  Performance appraisal is an important process for any organization, large or small.  The effectiveness will depend on a number of factors,
  12. 12. including how well documented and communicated the process is, training for managers and supervisors, the evaluation and analysis of results and ongoing improvement efforts.
  13. 13. The greatest affect on performance appraisal effectiveness is how the business uses the results. Employees both individually and across the organization should use the appraisal system as a tool to improve performance.
  14. 14. HOW A PERFORMANCE APPRAISAL COULD BE EFFECTIVE  annual evaluation can be a meeting to which employees look forward rather than having your employees dread their performance appraisal meetings.  The basis of a good performance management system is in the planning process
  15. 15. CONCLUSION A well-designed performance appraisal system supports an integrated human resource strategy which enables the attainment of organizational and business goals
  16. 16. THANK YOU