PERFORMANCE MANAGEMENT

M A H M O U D M O K H T A R

WHAT IS PERFORMANCE MANAGEMENT?IT IS NOT LIKE …

WHAT THE DIFFERENCE BETWEEN

PERFORMANCE MANAGEMENT

• The process that unites

goal setting, performance

appraisal and

development into a

single common system

whose aim is to ensure

that employee's

performance is

supporting the company

PERFORMANCE APPRAISAL

• A systematic process of

evaluating employee

job-related

achievements,

strengths, weaknesses.

WHY PERFORMANCE APPRAISAL?• Firms’ goal ÷ Employees = Employees’ goals

• Career planning

• Training and Development

• Feedback

• salary

WHO DO THE PERFORMANCE APPRAISAL?

THE SUPERVISOR’S ROLE

• Does the actual PA

• The supervisor must be well

trained to conduct fair

appraisal

THE HR DEP. ROLE

• Choose the suitable

appraisal method

• Prepare detailed PA forms

and procedures

• Train the supervisors on PA

skills

What are SMART GOALS?

P E R F O R M A N C E A P P R A I S A L M ET H O D S

•Graphic rating scale•Alternation ranking method•Paired comparison method• Forced distribution method•Critical incidence method•Management By Objective (MBO)•Merging methods

PROBLEMS AND SOLUTIONS

• Unclear standardsDefine each trait

• Halo effectTraining supervisors - Critical incidence method

• Central tendencyRanking instead of graphic rating scale

• Leniency or Strictness• Bias

HOW TO AVOID APPRAISAL PROBLEMS?

1.Know the problem2.Use the right tool3.Train supervisors4.keep a diary5.Control outside influence

PERFORMANCE TOOLS ADVANTAGES AND DISADVANTAGES

W H O D O T H E A P P R A I S I N G ? !A L W A Y S M Y D A M N E D S U P E R V I S O R !

THOSE:• Immediate supervisor

•Peer appraisal

•Rating committee

•Self rating

•Upward feedback

•360 Degree

THE APPRAISAL INTERVIEW

•Satisfactory-Promotable

•Satisfactory-Non-promotable

•Unsatisfactory but Correctable

•Unsatisfactory and Uncorrectable

H O W T O C O N D U C T A P P R A I S A L I N T E R V I E W ?

CONDUCT AN APPRAISAL INTERVIEW

• Review previous employee performance appraisals.

• Give the employee a week notice to review his/her own work, analyze

problems and prepare questions and comments.

• Allow enough time for the interview.

• Choose a private place with no interruptions during the interview.

• Talk in terms of objective work data.

• Do not get personal.

• Encourage the person to talk

• Get an agreement on how things can be improved

Mahmoud Mokhtar

Human Resources Operation at TBS | HR Head at ACE | Student activities trainer

I enjoy giving the hand for the student activities and helping human resources learners

Find more about me:Phone: +201128083978Email: mahmoudmokhtar@azhar.edu.eg

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