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Gary
Dessler
Chapter 9
Performance Management
and Appraisal
2005 Prentice Hall Inc.
All rights reserved.
92
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Performance management
The process employers use to make sure
employees are working toward
organizational goals.
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An Introduction to Appraising
Performance
Why appraise performance?
Appraisals play an integral role in the
employers performance management
process.
Appraisals help in planning for correcting
deficiencies and reinforce things done
correctly.
Appraisals, in identifying employee strengths
and weaknesses, are useful for career
planning
Appraisals affect the employers salary raise
decisions.
2005 Prentice Hall Inc. All rights reserved.
95
Classroom
Teaching
Appraisal By
Students
Figure 91
2005 Prentice Hall Inc. All rights reserved.
96
Realistic Appraisals
Motivations for soft (less-than-candid)
appraisals
The fear of having to hire and train someone
new
The unpleasant reaction of the appraisee
A company appraisal process thats not
conducive to candor
97
Continuous improvement
A management philosophy that requires
employers to continuously set and
relentlessly meet ever-higher quality, cost,
delivery, and availability goals by:
Eradicating the seven wastes:
overproduction, defective products, and unnecessary
downtime, transportation, processing costs, motion, and
inventory.
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910
911
HR department
912
Appraising performance
Comparing your subordinates actual
performance to the standards that have
been set; this usually involves some type of
rating form.
Providing feedback
Discussing the subordinates performance
and progress, and making plans for any
development required.
2005 Prentice Hall Inc. All rights reserved.
913
How to measure?
Graphic rating scales
Alternation ranking method
MBO
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Graphic
Rating
Scale with
Space for
Comments
Figure 93
2005 Prentice Hall Inc. All rights reserved.
916
Source: James Buford Jr., Bettye Burkhalter, and Grover Jacobs, Link Job
Description to Performance Appraisals, Personnel Journal, June 1988, pp. 135136.
Figure 94
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Performance
Performance
Management
Management
Outline
Outline
Source: www.cwru.edu.
Figure 95a
918
Performance
Performance
Management
Management
Outline
Outline
(contd)
(contd)
Source: www.cwru.edu.
Figure 95b
919
Performance
Performance
Management
Management
Outline
Outline
(contd)
(contd)
Source: www.cwru.edu.
Figure 95c
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Figure 96
2005 Prentice Hall Inc. All rights reserved.
922
Note: + means better than. means worse than. For each chart, add up
the number of 1s in each column to get the highest-ranked employee.
Figure 97
2005 Prentice Hall Inc. All rights reserved.
923
Narrative Forms
2005 Prentice Hall Inc. All rights reserved.
924
Developing a BARS:
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AppraisalCoaching
Workshee
t
Figure 98
2005 Prentice Hall Inc. All rights reserved.
927
Table 91
2005 Prentice Hall Inc. All rights reserved.
928
Example of a
Behaviorally
Anchored Rating
Scale for the
Dimension
Salesmanship
Skill
Figure 99
2005 Prentice Hall Inc. All rights reserved.
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930
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Unclear standards
Halo effect
Occurs when a supervisors rating of a
subordinate on one trait biases the rating of
that person on other traits.
Central tendency
A tendency to rate all employees the same
way, such as rating them all average.
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Table 92
2005 Prentice Hall Inc. All rights reserved.
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Bias
The tendency to allow individual differences
such as age, race, and sex to affect the
appraisal ratings employees receive.
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Table 93
2005 Prentice Hall Inc. All rights reserved.
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Performance
Contract
Figure 910
2005 Prentice Hall Inc. All rights reserved.
939
Checklist
During the
Appraisal
Interview
Figure 911
2005 Prentice Hall Inc. All rights reserved.
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Figure 912
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HR Scorecard
for Hotel
Paris
International
Corporation*
Figure 13
2005 Prentice Hall Inc. All rights reserved.
947
Key Terms
performance appraisal
performance management
graphic rating scale
alternation ranking method
paired comparison method
forced distribution method
critical incident method
behaviorally anchored rating
scale (BARS)
management by objectives
(MBO)
electronic performance
monitoring (EPM)
unclear standards
halo effect
central tendency
strictness/leniency
bias
appraisal interview
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