Performance Management
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Performance Management
Definition
Can be defined as the process of evaluating the performance of an employee and communicating the results of the evaluation to him/her for the purpose of rewarding or developing the employee .
Objectives of the Performance Appraisal
Setting targets and goals as performance standards Evaluating employee performance Identifying Training and development needs Rewarding Performance Improving Performance
The Appraisal Process
Determination of standards of performance based on the organizational objectives and the job description Deciding on the method of measurement of employee performance against the predetermined goals and standards Actual Process of measurement Communicating the results of the appraisal to the employee concerned . Using the appraisal effectively
The Appraisers
Self Appraisal Supervisors Peers Customers/Clients Subordinates
Performance Appraisal Methods
MBO Graphic Rating Method Work Standards Approach Essay Appraisal Critical Incident Method Forced Choice Rating Method Point Allocation Method Ranking Methods
Performance Appraisal Methods Cont’d
Checklist BARS 360 Degree Performance Appraisal Team Appraisal Balance Score Card
Challenges Of Appraisal Interview
The Organization Culture Relationship Between employee and his Boss Maturity Levels of the Individuals An apprehensive employee A wary appraiser A biased appraiser Inexperience
Pitfalls in Performance Appraisal
Halo Effect Leniency Effect Stringency Effect Recency Effect Primacy Effect Central Tendency Effect Culture Stereotyping Perceptual Set Fundamental Attribution Error
Uses Of Performance Appraisal Training & Development needs identified Basis for compensation Management system Used for career planning activities Succession Planning HR planning etc ETHICS OF PA .
Definition
Can be defined as the process of evaluating the performance of an employee and communicating the results of the evaluation to him/her for the purpose of rewarding or developing the employee .
Objectives of the Performance Appraisal
Setting targets and goals as performance standards Evaluating employee performance Identifying Training and development needs Rewarding Performance Improving Performance
The Appraisal Process
Determination of standards of performance based on the organizational objectives and the job description Deciding on the method of measurement of employee performance against the predetermined goals and standards Actual Process of measurement Communicating the results of the appraisal to the employee concerned . Using the appraisal effectively
The Appraisers
Self Appraisal Supervisors Peers Customers/Clients Subordinates
Performance Appraisal Methods
MBO Graphic Rating Method Work Standards Approach Essay Appraisal Critical Incident Method Forced Choice Rating Method Point Allocation Method Ranking Methods
Performance Appraisal Methods Cont’d
Checklist BARS 360 Degree Performance Appraisal Team Appraisal Balance Score Card
Challenges Of Appraisal Interview
The Organization Culture Relationship Between employee and his Boss Maturity Levels of the Individuals An apprehensive employee A wary appraiser A biased appraiser Inexperience
Pitfalls in Performance Appraisal
Halo Effect Leniency Effect Stringency Effect Recency Effect Primacy Effect Central Tendency Effect Culture Stereotyping Perceptual Set Fundamental Attribution Error
Uses Of Performance Appraisal Training & Development needs identified Basis for compensation Management system Used for career planning activities Succession Planning HR planning etc ETHICS OF PA .
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