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Effective Employee Performance Appraisal : 

Effective Employee Performance Appraisal IDS 705 Business Communications Amanda Chen Damian Glenn

Slide 2: 

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

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 : 

Recruitment PA and other HRM Functions Selection Training & Development Compensation Labor Relations P A

Why PA May Fail : 

Why PA May Fail

Alternative Sources of Appraisal : 

SUPERIOR CUSTOMERS TEAM SUBORDINATES PEERS SELF Alternative Sources of Appraisal

Training Appraisers : 

Training Appraisers Leniency or Strictness Error Similar-to-Me Error Contrast Error Error of Central Tendency Recency Error Common Appraisal Errors to Address in Training

Types of Performance to Measure : 

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

Trait Methods : 

Trait Methods Graphic Rating Scale Mixed Standard Scale Essay Forced-Choice Common Trait Methods of Appraisal

Behavioral Methods : 

Behavioral Methods Critical Incidents Behavioral Checklist Behaviorally Anchored Rating Scale (BARS) Behavior Observation Scales 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 : 

PA under a MBO Program Step 1: Org. goals & metrics Step 2: Dpt. Goals & metrics Step 5: Interim review Step 5b: New inputs are then provided Step 5a: Inappropriate goals/metrics deleted Step 4: Mutual agreement Step 3: Sbt. proposes goals & metrics Step 3: Spvr lists goals & metrics Step 7: Review org. performance Step 6: Final review

Self-Managed Teams : 

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

360° Feedback : 

360° Feedback

Example : 

Relationships Adaptability Leadership Communication Personal Development Development of Others Production Task Management Example

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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