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Effective Employee Performance Appraisal

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

  2. 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.

  3. STRATEGIC IMPORTANCE • Consistency between job behavior and • Organizational strategy • Organization values • Performance Management as an • Employee development tool • Administrative tool

  4. A GOOD APPRAISAL SYSTEM Criteria • Validity • Reliability • Freedom from bias: errors • Practicality

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

  6. 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

  7. Alternative Sources of Appraisal SUPERIOR CUSTOMERS TEAM PEERS SELF SUBORDINATES

  8. 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

  9. 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

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

  11. Behavioral Methods Critical Incidents Behavioral Checklist Behavior Observation Scales Behaviorally Anchored Rating Scale (BARS) Common Behavioral Appraisal Methods

  12. Results-based Methods • Used when • It is not important how results are achieved • There are many different ways to succeed • Practicality • Contamination • Deficiency • Teamwork

  13. PA Methods Vary upon Task Types Knowledge of the transformation process Reliability and Validity of PA Measurement

  14. Contemporary PA Concepts Management by objectives (MBO) 360-degree feedback Self-managed teams

  15. 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

  16. 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

  17. 360° Feedback

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

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

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