chapter 9.pptx

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Copyright © 2017 Pearson
Education, Ltd.
Performance
Management and
Appraisal
9-1

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Education, Ltd.
9-2
Learning Objectives
9-1. Describe the performance appraisal
process.
9-2. Define the pros and cons of at least eight
performance appraisal methods.
9-3. Give examples of potential appraisal
problems and how to deal with them.

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9-3
Learning Objectives
9-4. List steps to take in the appraisal
interview.
9-5 Explain key points in how to use the
appraisal interview to boost employee
engagement.
9-6 Explain how you would take a
performance management approach to
appraisal.

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9-4
I.
Describe the appraisal
process.

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Basics of Performance
Appraisal
• The performance appraisal process steps
1. Sets work standards
2. Assesses performance
3. Provides feedback to the employee

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Five reasons:
1. Used for pay, promotion, and retention
decisions
2. Links performance management to
company goals
3. The manager can correct deficiencies
and reinforce strengths
4. With appraisals employee’s can review
career plans
5. Training needs are identified
Why Appraise Performance?

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Defining the Employee’s Goals and
Performance Standards
1. Goals
2. Job dimensions or
Traits
3. Behaviors or
Competencies

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Setting Performance
Goals at Ball Corporation
Let’s talk about it…
Improving Performance:
HR as a Profit Center

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How to set Effective Goals
Improving Performance: HR Tools for Line
Managers and Small Businesses

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Who Should Do the Appraising?
1. Peer Appraisals
2. Rating Committees
3. Self Ratings
4. Appraisal by
Subordinates
5. 360-Degree
Feedback

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II.
Discuss the pros and cons
of at least eight
performance appraisal
methods.

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Techniques for Appraising
Performance
1. Graphic Rating Scale
2. Alternation Ranking
3. Paired Comparison
4. Forced Distribution
5. Critical Incident Method

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Techniques for Appraising
Performance continued
6. Narrative Forms
7. Behavior Anchored
Rating Scale
8. Mixed Standards Scales
9. Management by
Objectives (MBO)

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Computerized and Web-Based
Performance Appraisal

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Electronic Performance
Monitoring

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Additional Techniques
• Conversation
Days
• Appraisal in
Practice

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Appraisal Methods
being Customized
Let’s take a look…
Trends Shaping HR:
Customized Talent Management

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TRW’s New Global Performance
Appraisal / Management System
The Strategic Context

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III.
Give examples of
potential appraisal
problems and how to deal
with them.

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Dealing with Rater Error
Appraisal Problems
• Potential appraisal problems
o Unclear standards
o Halo Effect
o Central Tendency
o Leniency or Strictness
o Recency Effects

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Diversity Counts
The Problem of Bias

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The Need for Fairness

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Appraising Performance
Know Your Employment Law

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IV.
List steps to take in the
appraisal interview.

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• Appraisal Interview – an interview in which
the supervisor and subordinate review the
appraisal and make plans to remedy
deficiencies and reinforce strengths.
Managing the Appraisal Interview

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How to Conduct the
Appraisal Interview
• Prepare
• Plan
• Measure Success
• Date to Complete
• Coach

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Guidelines to Conducting
the Appraisal Interview
o Objective data
o Don’t get personal
o Encouragement
o Agreement

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How to Handle a Defensive
Subordinate
• Recognize behavior
• Never Attack defenses
• Postpone Action
• Recognize Limitations

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How to Criticize a
Subordinate

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How to Handle a Formal
Written Warning

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V.
Explain key points in
how to use the appraisal
interview to boost
employee engagement.

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Employee Engagement
Guide for Managers
• Use the Appraisal Interview to Build
Engagement

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VI.
Explain how you would
take a performance
management approach
to appraisal.

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• Performance Management – is the
continuous process of identifying,
measuring, and developing the
performance of individuals and teams and
aligning their performance with the
organization’s goals.
Performance Management

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Total Quality Management and
Performance Appraisal
• Cease Dependence
• Continuous Improvement
• Extensive Training
• Drive out Fear
• Remove Barriers
• Self Improvement

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What is Performance
Management?

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Digital Technology use in
Trends Shaping HR:
Digital and Social Media

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Performance Management at
General Dynamic Armament
Systems (GDAS)
HR Practices Around the Globe

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The Managers Role in

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What you should now know….
Chapter 9 Review

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