Performance Management and Appraisal

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Performance Management and Appraisal

  1. 1. Performance Management and Appraisal Chapter 9 Part 3 | Training and Development
  2. 2. After studying this chapter, you should be able to: <ul><li>Evaluate and improve the appraisal form in Figure 9–1. </li></ul><ul><li>Describe the appraisal process. </li></ul><ul><li>Develop, evaluate, and administer at least four performance appraisal tools. </li></ul><ul><li>Explain and illustrate the problems to avoid in appraising performance. </li></ul><ul><li>List and discuss the pros and cons of six appraisal methods. </li></ul><ul><li>Perform an effective appraisal interview. </li></ul><ul><li>Discuss the pros and cons of using different raters to appraise a person’s performance. </li></ul>
  3. 3. Basic Concepts in Performance Management and Appraisal Performance Appraisal: Setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance. Performance Management: An integrated approach to ensuring that an employee’s performance supports and contributes to the organization’s strategic aims. Comparing Performance Appraisal and Performance Management
  4. 4. Why Performance Management? Total Quality Appraisal Issues Strategic Focus The Performance Management Approach
  5. 5. Defining the Employee’s Goals and Work Standards Assign Specific Goals Encourage Participation Assign Measurable Goals Assign Challenging but Doable Goals Guidelines for Effective Goal Setting
  6. 6. Using MBO Problems with MBO Setting unclear objectives Conflict with subordinates over objectives Time-consuming appraisal process
  7. 7. Appraising Performance: Problems and Solutions Unclear Standards Leniency or Strictness Halo Effect Potential Rating Scale Appraisal Problems Central Tendency Bias
  8. 8. Appraising Performance: Problems and Solutions (cont’d) Know Problems Control Outside Influences Use the Right Tool How to Avoid Appraisal Problems Train Supervisors Keep a Diary
  9. 9. Who Should Do the Appraising? Self-Rating Subordinates 360-Degree Feedback Potential Appraisers Immediate Supervisor Peers Rating Committee
  10. 10. The Appraisal Interview Satisfactory—Promotable Satisfactory—Not Promotable Unsatisfactory—Correctable Unsatisfactory—Uncorrectable Types of Appraisal Interviews
  11. 11. The Appraisal Interview (cont’d) Talk in terms of objective work data. Don’t tiptoe around. Don’t get personal. Encourage the person to talk. Guidelines for Conducting an Interview
  12. 12. K E Y T E R M S <ul><li>performance appraisal </li></ul><ul><li>performance management </li></ul><ul><li>graphic rating scale </li></ul><ul><li>alternation ranking method </li></ul><ul><li>paired comparison method </li></ul><ul><li>forced distribution method </li></ul><ul><li>critical incident method </li></ul><ul><li>behaviorally anchored rating scale (BARS) </li></ul><ul><li>management by objectives (MBO) </li></ul><ul><li>electronic performance monitoring (EPM) </li></ul><ul><li>unclear standards </li></ul><ul><li>halo effect </li></ul><ul><li>central tendency </li></ul><ul><li>strictness/leniency </li></ul><ul><li>bias </li></ul><ul><li>appraisal interview </li></ul>

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