Emp Perf App

8/8/2019 Emp Perf App

1/19

Effective Employee

Performance Appraisal

IDS 705

Business Communications

Amanda Chen

Damian Glenn


2/19

The process by which an employees

contribution to the organization during a

specified period of time is assessed.

Lets employees know how well they

have performed in comparison with the

standards of the organization

Performance Feedback

Performance Appraisal


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STRATEGIC IMPORTANCE

Consistency between job behavior and

Organizational strategy

Organization values

Performance Management as an

Employee development tool

Administrative tool


4/19

A GOOD APPRAISAL SYSTEM

Criteria

Validity

Reliability

Freedom from bias: errors

Practicality


5/19

Recruitment

PA and other HRM Functions

Selection

Training &

Development

Compensation

LaborRelations

PP

AA


6/19

Why PA May Fail

Unclear

Language

Mgr not

taking PA

seriously

Mgr not

prepared

No on-going

feedback

Mgr not

honest or

sincere

Ineffective

discussion

Lack

appraisal

skills

Mgr Lacks

Infor.

Insuff.Rewards


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SUPERIOR

CUSTOMERS

TEAM

SUBORDINATES

PEER

S

SELF

Alternative Sources

of Appraisal


8/19

Training Appraisers

Leniency or

Strictness Error

Similar-to-Me Error

Contrast Error

Error of CentralTendency Recency Error

CommonAppraisal Errors

to Address inTraining


9/19

Types of Performance to Measure

3 Types of Methods

Trait based

Behavior based

Results based

Measurement Methods

Objective

Production

Dollar Sales

Performance Tests

Subjective

ComparativeProcedures

Ranking

Forced Distribution


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Trait Methods

Graphic RatingScale

Mixed StandardScale

Essay

Forced-Choice

Common TraitMethods ofAppraisal


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Behavioral Methods

Critical IncidentsBehavioralChecklist

BehaviorallyAnchored Rating

Scale (BARS)

BehaviorObservation

Scales

CommonBehavioralAppraisal

Methods


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Results-based Methods

Used when

It is not important how results are achieved

There are many different ways to succeed

Practicality

Contamination

Deficiency

Teamwork


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PA Methods Vary upon Task Types

High Low

High Behavioral /R

esultEx: assembly workers

Result

Ex: sales

Low BehavioralEx: reporters

Extensive selection/ trainingEx: researchers

Knowledge of the transformation process

Reliability and Validity of PA Measurement


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Contemporary PA Concepts

Management by objectives (MBO)

360-degree feedback

Self-managed teams


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PA under a MBO ProgramStep 1:

Org. goals

& metrics

Step 1:

Org. goals

& metrics

Step 2:

Dpt. Goals

& metrics

Step 2:

Dpt. Goals

& metrics

Step 5:

Interim

review

Step 5:

Interim

review

Step 5b:

New inputs are

then provided

Step 5a:

Inappropriate

goals/metrics

deleted

Step 4:

Mutual

agreement

Step 4:

Mutual

agreementStep 3:

Sbt. proposesgoals & metrics

Step 3:

Sbt. proposesgoals & metrics

Step 3:

Spvr lists

goals & metrics

Step 3:

Spvr lists

goals & metrics

Step 7:

Review org.

performance

Step 7:

Review org.

performance Step 6:

Final

review

Step 6:

Final

review


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Self-Managed Teams

Characteristics

Focusing group result

Larger Span of control

More part-time/contractworkers

More cross-functional

workers

Challenges

Measuring individual

result Unfair & Hard

Quality and commitmentstd. Diverse

Measure cross-functional

performance Tough


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360 Feedback


18/19

RelationshipsRelationships

AdaptabilityAdaptability

LeadershipLeadershipCommunicationCommunication

PersonalPersonal

DevelopmentDevelopment

DevelopmentDevelopment

of Othersof Others

ProductionProduction TaskTask

ManagementManagement

Example


19/19

CONCLUSION

Purposes of performance appraisal

Characteristics of an effective appraisal

Different sources of appraisal information

Various methods used for evaluation

Documents

Emp Perf App