Category: Entertainment

Presentation Description

No description available.


Presentation Transcript

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 Consistency between job behavior and Organizational strategy Organization values Performance Management as an Employee development tool Administrative tool


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 : 


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

authorStream Live Help