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Performance Appraisals
ObjectiveExplain what is Performance Appraisal
Describe the purpose of Performance Appraisal
Define Goals and Work Efforts
Define Performance Criteria
Explain the steps in Performance Appraisal Process
Describe Who Should Do the Appraising
Explain the various methods of Performance Appraisal
Explain the importance of Appraisal Interview
Explain the Requirements of an Effective Appraisal System
Describe the errors of Performance Appraisal
Introduction
Introduction
What is Michael talking about? Why is Chris feeling better hearing about ‘Performance
Appraisals’?
Introduction
‘Performance Appraisals’ will help Chris’s management to record and measure the performance of each of its employees
So, when the decision of choosing the new Senior Manager has to be taken, they can rely on the results of the ‘Performance Appraisals’ to choose the most suitable candidate
So, Chris feels better that during the ‘Performance Appraisals’, he will be able to clearly outshine Tom, as Chris is definitely a better performer than Tom
Let us learn more about ‘Performance Appraisals’
Chris
What is Performance Appraisal?
Performance Appraisal (PA) is the process that is used to evaluate the personality, performance and potential of the employees of an organization
It is a process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvement
Hence, it is a system of review and evaluation of job performance to assess accomplishments and to evolve plans for development
Purpose of Performance Appraisal - For the Employee
Offers direction
Provides feedback about their performance
Provides inputs for improvement
Offers motivation for future level of effort and task direction
Clarifies task perception of the employee
Purpose of Performance Appraisal - For the Organization/Management
Ensures proper documentation of performance
Offers Legal protection
Creates a motivation system
For decisions relating to promotions, firings, layoffs, and merit pay increases
Provides input for training and development needs
Defining Goals and Work Efforts
SSpecific and clearly state the desired results
M
Measurable in answering “how much”
A
Attainable and not too tough or too easy
R
Relevant to what’s to be achieved
T
Timely in reflecting deadlines and milestones
The best defined goals are ‘SMART’ goals which are:
Steps in Appraisal Process
Anticipate & Consider• Problems in
Performance Appraisal
• Effective Performance Appraisal System
Management Support• Coaching • Training and
Development
Plan the Performance• Identify & Communicate
Performance Goals• Establish Performance Criteria
Determine• Appraisal Period and Methods• Responsibilities for Appraisal
Examine Work Performed
Appraise the Results
Conduct Appraisal Interview• Discuss Goals for next Period
Setting & Communicating
Performance Standards
Measuring Standards
Comparing Standards
Discussing Results
Taking Corrective Standards
In this method the supervisor rates employees according to items on a numerical scale. BARS helps to overcome errors in performance appraisals that occur while using a graphic rating scale
Performance Appraisal Methods - Behaviourally Anchored Rating Scales (BARS)
• •
The managers, peers, customers, suppliers, or colleagues are asked to complete questionnaires on the employee being assessed
The person or employee being assessed is also required to complete a questionnaire
The HR department provides results to the employee. The results help the employee to understand how his opinion differs from those of the group doing the assessment
•
Performance Appraisal Methods - Multi-Rater Assessment or 360 Degree Feedback
Appraisal/Feedback InterviewThere are a few key points that a manager or appraiser should keep in mind for conducting an Appraisal Interview, such as:
He should be
direct and
specific He should never get personal
He should encourage the
employee to talk as well
He should develop an action plan from the
information gathered
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