The document discusses performance management and performance appraisals. It defines performance appraisal as evaluating an employee's current or past performance in relation to their performance standards. Reasons for appraising performance include providing input for promotion and salary decisions, allowing bosses and subordinates to develop correction and reinforcement plans, and reviewing career plans. Methods for who conducts appraisals and basic appraisal methods are also outlined.

1. HR Management Session 4: Performance Management

2. Performance Management Interesting Issues Performance Appraisal - Definition Why Appraise Performance? Who Should Do the Appraising? Basic Appraisal Methods

3. Performance Management Interesting Issues Despite lots of attention, money and effort, performance appraisals remain an area with which few managers or employees are satisfied. Is it just that we don’t have a good enough system yet, is there an intrinsic problem with performance appraisals, or is it just human nature to dislike or disagree with them?

4. Performance Management Performance Appraisal - Definition Evaluating an employee’s current or past performance in relation to his or her performance standards. (Dessler)

5. Performance Management Why Appraise Performance? - Appraisals provide important input for promotion and salary decisions. - Appraisals let the boss and subordinate develop a plan for correcting any deficiencies and reinforce the things the subordinate does correctly. - Appraisals provide the opportunity to review an employee’s career plans.

6. Performance Management Who Should Do the Appraising? - Line Manager - Peer Appraisal - Rating Committees - Self-Ratings - Appraisal by subordinates - 360-degree feedback

7. Performance Management Basic Appraisal Methods - Graphic rating scale method - Critical incident method - Computerized and web-based appraisals - Electronic performance monitoring (EPM)