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HR Knowledge: Performance Management and Appraisal - SHRM India
 

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

    • Performance Management and Appraisal Myrna Gusdorf, MBA, SPHR 2009
    • 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
    • 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
    • Who’s Involved? What Are Their Needs?
      • Organization:
        • Information.
        • Documentation.
      • Supervisor:
        • Documentation.
        • Motivation.
      • Employee:
        • Feedback.
        • Support for career growth.
        • Increased compensation.
      ©SHRM 2009
    • Performance Management Goals
      • Communication between supervisor and
      • employee.
      • Feedback on performance.
      • Documentation.
      • Development Goals.
      • Alignment with strategic planning goals.
      ©SHRM 2009
    • 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
    • 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
    • 1. Prerequisites
      • Prerequisites:
        • Strategic planning.
        • Job analysis.
      ©SHRM 2009
    • 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
    • Writing SMART Performance Objectives
      • Practice writing SMART performance objectives:
        • S – Specific.
        • M – Measurable.
        • A – Attainable.
        • R – Realistic.
        • T – Timely.
      ©SHRM 2009
    • 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
    • 4. Performance Assessment and Appraisal
      • Who should appraise?
        • Supervisors.
        • Peers and team members.
        • Subordinates.
        • 360 degree feedback.
      ©SHRM 2009
    • What About the Employee?
      • Should employees do self-appraisals?
      ©SHRM 2009
    • 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
    • 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
    • Writing the Appraisal Review Document
      • Are your comments accurate and meaningful to the employee or just clichés?
      ©SHRM 2009
    • Performance Management and Appraisal Session 2
    • Getting Ready for the Interview
      • Before you start that interview, what do you need?
      ©SHRM 2009
    • 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
    • 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
    • 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
    • Issues With Performance Management
      • Legal issues.
      • Untrained raters.
      • Rater errors.
      • Rater distortion.
      • No grievance procedure.
      ©SHRM 2009
    • 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
    • Performance Management Skills
      • Communication.
      • Coaching.
      • Giving feedback.
      • Empathy.
      • Teamwork.
      ©SHRM 2009
    • Let’s Practice Your Performance Appraisal Skills ©SHRM 2009
    • Thank You! For more on Indian HR industry, click here Resource made available by SHRM US