Chapter 9. Appraising and Managing. Chapter 9 Outline. The appraisal process The supervisor’s role Steps in appraising performance How to clarify your expectations Appraisal methods Graphic rating scale method Alternation ranking method Paired comparison method
Appraising and Managing
Develop, evaluate, and administer at least four performance appraisal tools
List and discuss the pros and cons of six appraisal methods
Explain and illustrate the problems to avoid in appraising performance
Discuss the pros and cons of using different raters to appraise a person’s performance
Perform an effective appraisal interviewAfter Studying This Chapter You Should Be Able To:
The last three chapters addressed selecting, training, and developing employees. This chapter will provide you with the appraisal knowledge and skills you need to conduct appraisals. Main topics are: the appraisal process, appraisal methods, appraisal performance problems and solutions, and appraisal interview.
Pictured is Jac Nasser – former CEO of the Ford Motor Co.
Define the Job
Make sure all
agree on duties
to the standard
Each subordinate is rated for each quality
Graphic rating scale
Ratings total ranks appraisal
Actual duties form
Merck began using this rating method for exempt employees when it found other methods resulted in 80% of employees rated a 4 or higher on a 5 point scale.
BARS combine best features of narrative, critical incidents, and quantified scales in five steps
Visit these web sites for online performance rating tools
One study showed appraisal reviewers rated the same woman differently when only difference was pregnancy
It demonstrates that outside biases can influence ratings
Men and women raters act differently; many things influence how a review is conducted
View this video to see things that influence appraisalsResearch Insight
What is the concern? What is your analysis? What is the cause? What should be done?
Appraisal interview - an interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths. Adequate preparation and effective implementation are therefore essential.
Appraisal Type The Objective
Performance is satisfactory
Recognize your own limitations – don’t expect to be able to solve every problem that arises
Set improvement goals
Allow employee influences
Provide constructive information
Society for Human Resource Management reports about 89% of surveyed managers use performance appraisal for all their employees
Performance management differently when only difference was pregnancy- managing all elements of the organizational process that affect how well employees perform
Encompasses goal setting, worker selection & placement, appraisals, compensation, training, & career managementPerformance Management Approach
Total Quality Management is an organization-wide program that integrates all functions and processes of the business so that design, planning, production, distribution, and field service are focused on maximizing customer satisfaction through continuous improvement
Performance contract &
Internal feedback forms