What is Performance Apprasial?

Evaluating an employee's current and/or past performance relative to his/her performance standards

What is performance management?

The process employers use to make sure employees are working toward organizational goals.

All of these contribute to? 

• The popularity of the TQM concepts...
• The belief that traditional performance apprasials are often not just useless, but counterproductive...
• The necessity for every employee's efforts to helping the company achieve strategic goals...

Increasing use of performance mgt.

What four things can performance appraisals do?

1. Play a role in the employer's performance mgt process.
2. Help in planning for correcting defiencies and reinforce things done correctly.
3. Identifying employee strengths and weaknesses, and plan career path
4. Affect employer's salary raise decisions

 Motivations for soft appraisals and hazards of giving soft apprasials

• motives-Fear of hiring and training a new person
• motives-unpleasant reaction of appraisee
• motives-company apprasial process that's not conducive
• hazards-employee loses chance to improve and lawsuits airisng from dismissals involving inaccurate performance apprasials

What is continuous improvement?

A management philosophy that requires employers to continuously set and relentlessly meet ever-higher quality, cost, delivery, and availability goals by: eradicating wastes and requiring indiv employees to improve his/her own personal performance

What are 7 wastes to be eradicated by continuous improvement?

• Overproduction
• Defective products
• Unnecessary downtime
• Transportation
• Processing costs
• Motion
• Inventory

These are all components to what?

-direction sharing

-role clarification

-goal alignment

-developmental goal setting

-ongoing performance monitoring and feedback

-coaching and support

-performance assessment

-rewards

-workflow and process control and return

Effective Performance Mgt. Process

What are the guidelines for effective goals?

-assign specific goals

-assign measurable goals

-assign challenging but doabl goals

-encourage participation

SMART goals are...?

Specific , and clearly state the desired results

Measurable in answering "how much"

Attainable, and not too tough or easy

Relevant to what's to be achieved

Timely in reflecting deadlines and milestone

What are the roles of a supervisor in an appraisal role?

• usually do the actual apprasial
• must be familiar with apprasial techniques
• must understand and avoid problems that can cripple apprasials
• must know how to conduct appraisals fairly

What is the role of the HR department in appraisal roles?

• serves a policy-making and advisory role
• provides advice and assistance regarding the apprasial tool to use
• Prepares forms and procedures and insists that all departments to use them
• Responsible for training supervisors to improve their appraisal skills.
• Responsible for monitoring the system to ensure that appraisal formats and criteria comply with EEO laws and are up to date.

What are the steps in appraising performance?

• Defne the job
• Appraise performance
• Provide feedback

What should be measured in an appraisal method? How should they be measured?

-Work output, personal competencies, and goal achievemet should be measured

-Measure with *performance appraisal methods

List of Performance Appraisal Methods:

1. Graphic rating scale
2. Alternation ranking method
3. Paired comparison method
4. Forced distribution method
5. Narrative Forms
6. BARS
7. MBO
8. Computerized and Web-based

What is a graphic rating scale?

An appraisal Method

-A scale that lists a number of traits and a range of performance or each that is used to identify the score that best describes an employee's level of performance for each trait.

What is an alternation ranking method?

A Performance Appraisal Method

-Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked

What is a paired comparison method?

A Performance Appraisal Method

-Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair.

What is a forced distribution method?

An Performance Appraisal Method

-Similiar to grading on a curve; predetermined percentages of ratees are placed in various performance categories.

What are narrative forms?

Performance Appraisal Method

-Supervisor rates employee by answering narrative questions.

What is BARS?

A Performance Appraisal Method

-Uses quantified scale with specific narrative examples of good and poor performance.

Advantages of using BARS

• More accurate gauge
• Clearer standards
• Feedback
• Independent dimensions
• Consistency

What is MBO and how do you create it?

Performance Appraisal Method

-Involves setting specific measurable goals with each employee ad then periodically reviewing the progress made.

How?----> set organization's goals--->set departmental goals---->discuss departmental goals---->set individual goals---->performance review--->provide feedback

Performance appraisal software program

Electronic performance monitoring

Performance Appraisal Methods

 -Keep notes on subordinates during the year

-Having supervisors monitor electronically the amount of computerized data an employee is processing

What are some potential rating scale appraisal problems?

-Unclear standards(appraisal that is too open to interpretation)

-Halo effect(occurs when a supervisor's 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)

-Strictness/leniency (problem that occurs when a supervisor has a tendency to rate all subordinates either high or low)

-Bias(tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive

Who should do the appraising?

-immediate supervisor

-self

-peers

-subordinates

-360 degree feedback

STUDY SLIDE 9-37

pros and cons of appraisal tools

Types of appraisals interviews

satisfactory-promotable

satisfactory-non-promotable

unsatisfactory-correctable

satisfactory-uncorrectable