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HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
HR Knowledge: Performance Management and Appraisal - SHRM India
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HR Knowledge: Performance Management and Appraisal - SHRM India

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Performance management: …

Performance management:
Dynamic, continuous process.
Improves organizational effectiveness.
Strategic goals.

Performance appraisal:
Periodic (usually annual) event.
Formal review.
Last step in performance management process.

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  • 1. Performance Management and Appraisal Myrna Gusdorf, MBA, SPHR 2009
  • 2. Objectives
    • At the end of this, you will:
      • Relate individual performance appraisal to the organizationwide performance management process.
      • Identify a variety of appraisal methods.
      • Explain HR’s role in the performance management process.
      • Revise performance appraisal statements.
      • Practice performance appraisal interviewing techniques.
      • Have the skills necessary to use the performance appraisal process as a positive enhancement to employee performance.
    ©SHRM 2009
  • 3. Performance Management and Performance Appraisal
    • Performance management:
      • Dynamic, continuous process.
      • Improves organizational effectiveness.
      • Strategic goals.
    • Performance appraisal:
      • Periodic (usually annual) event.
      • Formal review.
      • Last step in performance management process.
        • Mondy, R. (2008). Human resource management , 10 th ed. New Jersey: Pearson Prentice Hall, 224-225.
    ©SHRM 2009
  • 4. Who’s Involved? What Are Their Needs?
    • Organization:
      • Information.
      • Documentation.
    • Supervisor:
      • Documentation.
      • Motivation.
    • Employee:
      • Feedback.
      • Support for career growth.
      • Increased compensation.
    ©SHRM 2009
  • 5. Performance Management Goals
    • Communication between supervisor and
    • employee.
    • Feedback on performance.
    • Documentation.
    • Development Goals.
    • Alignment with strategic planning goals.
    ©SHRM 2009
  • 6. HR’s Role in Performance Management
    • Participate in strategic planning.
    • Conduct job analysis.
    • Support performance management.
    • Design appraisal system.
    • Train and support managers.
    • Maintain documents.
    • Provide employee due process.
    • Ensure integrity of the system.
    • Ensure compliance with nondiscrimination laws.
    ©SHRM 2009
  • 7. Performance Management Process
    • 1. Prerequisites.
    • 2. Performance planning.
    • 3. Performance execution.
    • 4. Performance assessment.
    • 5. Performance review.
    • 6. Performance renewal and re-contracting.
    ©SHRM 2009 Planning Execution Assessment Review Renewal
  • 8. 1. Prerequisites
    • Prerequisites:
      • Strategic planning.
      • Job analysis.
    ©SHRM 2009
  • 9. 2. Performance Planning
    • Employees must have thorough knowledge of the performance management system.
    • Meeting between employee and manager.
    • Set SMART goals and measurement standards:
      • Results.
      • Behavior.
      • Developmental plans.
    ©SHRM 2009
  • 10. Writing SMART Performance Objectives
    • Practice writing SMART performance objectives:
      • S – Specific.
      • M – Measurable.
      • A – Attainable.
      • R – Realistic.
      • T – Timely.
    ©SHRM 2009
  • 11. 3. Performance Execution
    • Shared responsibility
      • Employee responsibility:
        • Commitment to established goals.
        • Communication and update with manager.
      • Manager responsibility:
        • Feedback, coaching and reinforcement.
        • Resource support.
        • Accurate observation and documentation.
    ©SHRM 2009
  • 12. 4. Performance Assessment and Appraisal
    • Who should appraise?
      • Supervisors.
      • Peers and team members.
      • Subordinates.
      • 360 degree feedback.
    ©SHRM 2009
  • 13. What About the Employee?
    • Should employees do self-appraisals?
    ©SHRM 2009
  • 14. Performance Appraisal Methods
    • Graphic rating scale.
    • Ranking method.
    • Forced distribution method.
    • Critical incident method.
    • Essay method.
    • BARS–behaviorally anchored rating scale.
    • MBO–management by objectives.
    ©SHRM 2009
  • 15. Performance Appraisal Problems
    • Appraiser discomfort.
    • Strictness/leniency.
    • Bias and lack of objectivity.
    • Manipulating the evaluation.
    • Halo/horns effect.
    • Central tendency error.
    • Recent behavior.
    • Supervisor unable to observe behavior.
    ©SHRM 2009
  • 16. Writing the Appraisal Review Document
    • Are your comments accurate and meaningful to the employee or just clichés?
    ©SHRM 2009
  • 17. Performance Management and Appraisal Session 2
  • 18. Getting Ready for the Interview
    • Before you start that interview, what do you need?
    ©SHRM 2009
  • 19. 5. Conducting the Performance Interview
    • Explain the purpose of the interview.
    • Discuss self-appraisal.
    • Share ratings and explain rationale.
    • Discuss development plans.
    • Employee summary.
    • Rewards discussion (if appropriate).
    • Set follow-up meeting.
    • Employee signature.
    • Supervisor recap.
    • Appeals process.
    ©SHRM 2009
  • 20. 6. Performance Renewal and Re-Contracting
    • Final step in performance management process.
    • Readjust based on insight from completed process.
    • Plan for next performance management cycle.
    ©SHRM 2009
  • 21. Problems With Assessment/Appraisal
    • Tied to compensation.
    • Employees lack motivation.
    • Manager and employee don’t agree on results.
    • Management reluctance.
    • No performance documentation.
    ©SHRM 2009
  • 22. Issues With Performance Management
    • Legal issues.
    • Untrained raters.
    • Rater errors.
    • Rater distortion.
    • No grievance procedure.
    ©SHRM 2009
  • 23. Poorly Implemented PM Systems
    • False and misleading information.
    • Increased turnover.
    • Wasted time and money.
    • Damaged relationships.
    • Decreased motivation.
    • Job dissatisfaction.
    • Risk of litigation.
    • Unfair standards.
    ©SHRM 2009
  • 24. Performance Management Skills
    • Communication.
    • Coaching.
    • Giving feedback.
    • Empathy.
    • Teamwork.
    ©SHRM 2009
  • 25. Let’s Practice Your Performance Appraisal Skills ©SHRM 2009
  • 26. Thank You! For more on Indian HR industry, click here Resource made available by SHRM US

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