Performance management and Appraisal
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Performance management and Appraisal

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Performance management and Appraisal Performance management and Appraisal Presentation Transcript

  • ByLOCUS
  • IntroductionPerformance ManagementBenefitsPerformance Management LinkagePerformance Management ProcessPerformance Management v/s Performance AppraisalPerformance-Focused Organizational CulturesComponents of Performance Management
  • Identifying and Measuring Employee PerformanceIncluded while measuring employee performanceQuantity of outputQuality of outputTimeliness of outputPresence/attendance of the jobEfficiency of the work completedEffectiveness of work completedTypes of performance informationTrait based informationBehaviour- based informationResults-based informationPerformance Standards
  • PERFORMANCE APPRAISALS• Also called as Employee Rating, Employee Evaluation, Performance Review.• Performance Appraisals are done for: Administering Wages and Salaries Performance Feedback Indentify employee strength and weakness Improving previous or poor performance
  • Uses of Performance AppraisalsAdministrative Actions Dismissal from work Disciplinary procedures Compensation adjustments Promotions/ Demotions TransfersDevelopmental ActionsCareer progressionTraining opportunitiesCoachingMentoringIdentify strength / weaknesses
  • Performance Appraisal decisionsThese decisions are undertaken by- The HR The Manager• Informal and Systematic Appraisal processes• Timing of Appraisals• Legal concerns with performance appraisals
  • Who conducts Appraisals Supervisory rating of subordinates Employee rating of managers Team/ Peer Rating Self Rating Outsider Rating Multisource/360 degree feedback
  • Tools for Appraising PerformanceCategory Scaling MethodsGraphic Rating ScalesBehavioural Rating ScalesComparative MethodsRankingForced distributionNarrative MethodsCritical IncidentEssayManagement by objectives – MBO ProcessCombination of Methods
  • Training Managers and Employees Rater Errors Varying Standards Recency and Primary effects Central Tendency, Leniency and Strictness Errors Rater Bias Halo and Horns effects Contrast error Similar-to-Me / Different-from-Me Errors Sampling errors
  • Appraisal FeedbackAppraisal InterviewFeedback as a SystemReaction of ManagersReactions of Appraised EmployeesEffective performance management