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Effective Employee Performance Appraisal. IDS 705 Business Communications Amanda Chen Damian Glenn. Performance Feedback. Lets employees know how well they have performed in comparison with the standards of the organization. Performance Appraisal.

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Effective Employee Performance Appraisal

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Effective employee performance appraisal l.jpg

Effective Employee Performance Appraisal

IDS 705

Business Communications

Amanda Chen

Damian Glenn


Slide2 l.jpg

Performance Feedback

Lets employees know how well they have performed in comparison with the standards of the organization

Performance Appraisal

The process by which an employee’s contribution to the organization during a specified period of time is assessed.


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STRATEGIC IMPORTANCE

  • Consistency between job behavior and

    • Organizational strategy

    • Organization values

  • Performance Management as an

    • Employee development tool

    • Administrative tool


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A GOOD APPRAISAL SYSTEM

Criteria

  • Validity

  • Reliability

  • Freedom from bias: errors

  • Practicality


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PA and other HRM Functions

P

A

Training &

Development

Recruitment

Compensation

Selection

Labor Relations


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Mgr not taking PA seriously

Lack appraisal skills

Unclear Language

Mgr not prepared

Mgr not honest or

sincere

Insuff. Rewards

No on-going feedback

Ineffective discussion

Mgr Lacks Infor.

Why PA May Fail


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Alternative Sources of Appraisal

SUPERIOR

CUSTOMERS

TEAM

PEERS

SELF

SUBORDINATES


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Training Appraisers

Common Appraisal Errors to Address in Training

Error of Central Tendency

Recency Error

Leniency or Strictness Error

Contrast Error

Similar-to-Me Error


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3 Types of Methods

Trait based

Behavior based

Results based

Measurement Methods

Objective

Production

Dollar Sales

Performance Tests

Subjective

Comparative Procedures

Ranking

Forced Distribution

Types of Performance to Measure


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Trait Methods

Graphic Rating Scale

Common Trait Methods of Appraisal

Mixed Standard Scale

Forced-Choice

Essay


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Behavioral Methods

Critical Incidents

Behavioral Checklist

Behavior Observation Scales

Behaviorally Anchored Rating Scale (BARS)

Common Behavioral Appraisal 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

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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Step 5a:

Inappropriate

goals/metrics

deleted

PA under a MBO Program

Step 1:

Org. goals

& metrics

Step 5b:

New inputs are then provided

Step 2:

Dpt. Goals

& metrics

Step 3:

Spvr lists

goals & metrics

Step 4:

Mutual

agreement

Step 3:

Sbt. proposes

goals & metrics

Step 7:

Review org.

performance

Step 6:

Final

review

Step 5:

Interim

review


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Characteristics

Focusing group result

Larger Span of control

More part-time/contract workers

More cross-functional workers

Challenges

Measuring individual result  Unfair & Hard

Quality and commitment std.  Diverse

Measure cross-functional performance  Tough

Self-Managed Teams


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360° Feedback


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Example

Communication

Leadership

Personal

Development

Adaptability

Development

of Others

Relationships

Production

Task

Management


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CONCLUSION

  • Purposes of performance appraisal

  • Characteristics of an effective appraisal

  • Different sources of appraisal information

  • Various methods used for evaluation


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