effective employee performance appraisal ids 705 business communications amanda chen damian glenn
TRANSCRIPT
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Effective Employee Performance Appraisal
IDS 705Business Communications
Amanda ChenDamian Glenn
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The process by which an employee’s contribution to the organization during a specified period of time is assessed.
Lets employees know how well they have performed in comparison with the standards of the organization
Performance Feedback
Performance Appraisal
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STRATEGIC IMPORTANCE
Consistency between job behavior and
Organizational strategy
Organization values
Performance Management as an
Employee development tool
Administrative tool
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A GOOD APPRAISAL SYSTEM
Criteria
Validity
Reliability
Freedom from bias: errors
Practicality
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Recruitment
PA and other HRM Functions
Selection
Training &Development
Compensation
Labor Relations
PPAA
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Why PA May Fail
Unclear Language
Mgr not taking PA seriously
Mgr not prepared
No on-going
feedback
Mgr not honest orsincere
Ineffective discussio
n
Lack appraisal
skills
Mgr Lacks Infor.
Insuff. Rewards
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SUPERIORSUPERIOR
CUSTOMERSCUSTOMERS
TEAM
SUBORDINATESSUBORDINATES
PEERS
PEERS
SELFSELF
Alternative Sources of Appraisal
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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
Common Appraisal Errors
to Address in Training
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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
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Trait Methods
Graphic Rating Scale
Mixed Standard Scale
Essay
Forced-Choice
Common Trait Methods of Appraisal
Common Trait Methods of Appraisal
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Behavioral Methods
Critical Incidents Behavioral Checklist
Behaviorally Anchored Rating
Scale (BARS)
Behavior Observation
Scales
Common Behavioral Appraisal Methods
Common Behavioral Appraisal Methods
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Results-based Methods
Used when It is not important how results are achieved There are many different ways to succeed
Practicality Contamination Deficiency Teamwork
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PA Methods Vary upon Task Types
High Low
High Behavioral / Result
Ex: assembly workers
Result
Ex: sales
Low Behavioral
Ex: reporters
Extensive selection/ training
Ex: researchers
Knowledge of the transformation process
Reliability and Validity of PA Measurement
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Contemporary PA Concepts
Management by objectives (MBO)
360-degree feedback
Self-managed teams
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PA under a MBO ProgramStep 1:
Org. goals& metrics
Step 1:Org. goals& metrics
Step 2:Dpt. Goals& metrics
Step 2:Dpt. Goals& metrics
Step 5:Interimreview
Step 5:Interimreview
Step 5b:New inputs are then provided
Step 5b:New inputs are then provided
Step 5a:Inappropriate goals/metrics
deleted
Step 5a:Inappropriate goals/metrics
deleted
Step 4:Mutual
agreement
Step 4:Mutual
agreementStep 3:Sbt. proposes goals & metrics
Step 3:Sbt. proposes goals & metrics
Step 3:Spvr lists
goals & metrics
Step 3:Spvr lists
goals & metrics
Step 7:Review org. performance
Step 7:Review org. performance Step 6:
Finalreview
Step 6:Final
review
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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
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360° Feedback
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RelationshipsRelationships
AdaptabilityAdaptability
LeadershipLeadershipCommunicationCommunication
PersonalPersonalDevelopmentDevelopment
DevelopmentDevelopmentof Othersof Others
ProductionProduction TaskTaskManagementManagement
Example
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CONCLUSION
Purposes of performance appraisal
Characteristics of an effective appraisal
Different sources of appraisal information
Various methods used for evaluation