Appraising and Improving Performance Lecture Nine
Appraising and Improving Performance Lecture Nine
Performance Appraisal Programs Performance appraisal programs and merit rating systems are not new or unique to organizations.From their early use in the federal government, performance appraisals have become a major activity of HRM
Performance Appraisal Programs Performance appraisal programs and merit rating systems are not new or unique to organizations. From their early use in the federal government, performance appraisals have become a major activity of HRM
Performance Appraisal Programs The most successful organizations use performance appraisals as a basis for HR activity.The recent interest in total- quality management(TQM)has caused many organizations to rethink their approach to performance appraisals
Performance Appraisal Programs The most successful organizations use performance appraisals as a basis for HR activity. The recent interest in totalquality management (TQM) has caused many organizations to rethink their approach to performance appraisals
Purposes of Performance Appraisal (Administrative Purpose) Performance appraisal programs benefit both the employee and the organization. Administrative Purposes -For the organization,performance appraisals provide inputs for many other HR functions.The concept of“pay-for-performance”has gained wide acceptance among employers. It is important to correctly administer performance appraisals as a key to the proper compensation of employees
Purposes of Performance Appraisal ( Administrative Purpose) Performance appraisal programs benefit both the employee and the organization. Administrative Purposes - For the organization, performance appraisals provide inputs for many other HR functions. The concept of “pay-for-performance” has gained wide acceptance among employers. It is important to correctly administer performance appraisals as a key to the proper compensation of employees
Purposes of Performance Appraisal Developmental Purpose) For the employee,performance appraisals provide feedback about daily performance while also stressing employee training,development,and growth plans
Purposes of Performance Appraisal ( Developmental Purpose) For the employee, performance appraisals provide feedback about daily performance while also stressing employee training, development, and growth plans
Developing An Effective Appraisal Program Development of an appraisal system is normally the joint responsibility of the HR department and line and staff managers.The HR department is responsible for overseeing and coordinating the appraisal program while other managers assist in establishing objectives for the program. Studies have shown that employees have greater trust and respect for appraisal systems when they participate in the development of the rating instrument
Developing An Effective Appraisal Program Development of an appraisal system is normally the joint responsibility of the HR department and line and staff managers. The HR department is responsible for overseeing and coordinating the appraisal program while other managers assist in establishing objectives for the program. Studies have shown that employees have greater trust and respect for appraisal systems when they participate in the development of the rating instrument
Developing An Effective Appraisal Program Establishing Performance Standards Before mangers can appraise the performance of employees,appropriate performance standards must be established and communicated to employees.These standards,or criteria,must be job related requirements.The basic considerations for establishing performance standards are:
Developing An Effective Appraisal Program Establishing Performance Standards Before mangers can appraise the performance of employees, appropriate performance standards must be established and communicated to employees. These standards, or criteria, must be job related requirements. The basic considerations for establishing performance standards are:
Developing An Effective Appraisal Program Strategic Relevance-This refers to how the standards relate to the strategic objectives of the organization. Criterion Deficiency -Performance standards must capture the full range of a person's job.When standards focus on only one element of the job,they may leave out some important area
Developing An Effective Appraisal Program Strategic Relevance - This refers to how the standards relate to the strategic objectives of the organization. Criterion Deficiency - Performance standards must capture the full range of a person’s job. When standards focus on only one element of the job, they may leave out some important area
Developing An Effective Appraisal Program Criterion Contamination Performance standards should not be influenced by factors outside the employee's control.For example,if an employee's performance is affected by bad materials or poor equipment,his or her performance standards may be contaminated
Developing An Effective Appraisal Program Criterion Contamination - Performance standards should not be influenced by factors outside the employee’s control. For example, if an employee’s performance is affected by bad materials or poor equipment, his or her performance standards may be contaminated
Developing An Effective Appraisal Program Reliability-This refers to the stability or consistency of a standard,or the extent to which individuals tend to maintain a certain level of performance over time. Performance standards should be written and they should be defined in quantifiable and measurable terms
Developing An Effective Appraisal Program Reliability - This refers to the stability or consistency of a standard, or the extent to which individuals tend to maintain a certain level of performance over time. Performance standards should be written and they should be defined in quantifiable and measurable terms