Академический Документы
Профессиональный Документы
Культура Документы
System of review and evaluation of job performance Assesses accomplishments and evolves plans for development
Performance Management
Managers and employees work together to set expectations, review results and reward performance.
Strategic
Administrative
Developmental
Question arises?
Why do we measure performance? Effective performance appraisal systems How do we measure performance?
Characteristics
It is a step by step process It examines the employee strengths and weaknesses Scientific and objective study Ongoing and continuous process Secure information for making correct decisions on employees
Provide feedback about employees Provide database Diagnose the S & W of individuals Provide coaching, counseling, career planning to subordinates Develop positive relation and reduce grievance Facilitates research in personnel management
Appraisal Benefits
Appraisal Benefits
Development
Process of PA
Taking corrective standards Setting performance standards Communicating standards
Measuring standards
What problems?
Errors In rating Halo effects Stereotyping Central tendency Constant error Personal bias Spill over effect
Mutual trust Clear objectives Standardizations Training Job relatedness Documentation Feedback and participation Individual differences Post appraisal review Review and appeal
Appraisal Forms
Define performance expectations Describe measurement tools Use a rating system Cover specific examples Set measurable goals
Measure Performance
Document Performance
Make sure documentation is objective Document performance of all employees Provide complete and accurate information Document performance on a regular basis
Set Goals.
Employee Input
Setting goals Designing action plans Identifying strengths and weaknesses Employees participate in the PA meeting
Preparation
Employees: Review performance Think about new goals
Preparation (cont.)
Supervisors:
Review performance Complete written appraisal Think about new goals Schedule time and place
Set goals: Based on company goals Building on areas that need improvement
Continuous Feedback
Act early Take the right approach Deal with employee reaction Handle continued poor performance
Individual Evaluation Methods Confidential report Essay evaluation Critical incidents Checklists Graphic rating scale Behaviorally anchored rating scale MBO 360 degree Evaluation
Checklist method
Simple checklist method Weighted checklist method Forced choice method
MBO Process
360 degree appraisal has four integral components: 1. Self appraisal 2. Superiors appraisal 3. Subordinates appraisal 4. Peer appraisal.
Group Appraisal
Ranking method
Employee A B C D E Rank 2 1 3 5 4
Post appraisals
Performance related training Promotions Incentives Job enrichment Other benefits to boost employee morale
Light Moments
Discussion
1. 2.
Thank You