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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

Effective Employee Performance Appraisal

IDS 705

Business Communications

Amanda Chen

Damian Glenn

slide2
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.

strategic importance
STRATEGIC IMPORTANCE
  • Consistency between job behavior and
    • Organizational strategy
    • Organization values
  • Performance Management as an
    • Employee development tool
    • Administrative tool
a good appraisal system
A GOOD APPRAISAL SYSTEM

Criteria

  • Validity
  • Reliability
  • Freedom from bias: errors
  • Practicality
pa and other hrm functions
PA and other HRM Functions

P

A

Training &

Development

Recruitment

Compensation

Selection

Labor Relations

why pa may fail
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
alternative sources of appraisal
Alternative Sources of Appraisal

SUPERIOR

CUSTOMERS

TEAM

PEERS

SELF

SUBORDINATES

training appraisers
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

types of performance to measure
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
trait methods
Trait Methods

Graphic Rating Scale

Common Trait Methods of Appraisal

Mixed Standard Scale

Forced-Choice

Essay

behavioral methods
Behavioral Methods

Critical Incidents

Behavioral Checklist

Behavior Observation Scales

Behaviorally Anchored Rating Scale (BARS)

Common Behavioral Appraisal Methods

results based methods
Results-based Methods
  • Used when
    • It is not important how results are achieved
    • There are many different ways to succeed
  • Practicality
  • Contamination
  • Deficiency
  • Teamwork
pa methods vary upon task types
PA Methods Vary upon Task Types

Knowledge of the transformation process

Reliability and Validity of PA Measurement

contemporary pa concepts
Contemporary PA Concepts

Management by objectives (MBO)

360-degree feedback

Self-managed teams

pa under a mbo program
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

self managed teams
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
example
Example

Communication

Leadership

Personal

Development

Adaptability

Development

of Others

Relationships

Production

Task

Management

conclusion
CONCLUSION
  • Purposes of performance appraisal
  • Characteristics of an effective appraisal
  • Different sources of appraisal information
  • Various methods used for evaluation
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