Effective Employee Performance Appraisal FINALS 1 Flashcards
The process by which an employee’s contribution to the organization during a specified period of time is assessed.
Performance Appraisal
Lets employees know how well they have performed in comparison with the standards of the organization
Performance Feedback
CRITERIA OF A GOOD APPRAISAL SYSTEM
Validity
Reliability
Freedom from bias
Practicality
Performance Appraisal and other HRM Functions
Recruitment Selection Training & Development Compensation Labor Relations
Why Performance Appraisal May Fail
Unclear Language Manager not honest or sincere No on-going feedback Ineffective discussion Manager Lacks Infor. Insuff. Rewards Manager not prepared Lack appraisal skills Manager not taking PA seriously
360 feedback
SUPERIOR PEERS CUSTOMERS SUBORDINATES SELF
Common Appraisal Errors to Address in Training
Error of Central Tendency Leniency or Strictness Error Similar-to-Me Error Contrast Error Recency Error
2 Measurement Methods
Objective
Subjective
Production
Objective Method
Dollar Sales
Objective Method
Performance Tests
Objective Method
Comparative Procedures
Subjective Method
Ranking
Subjective Method
Forced Distribution
Subjective Method
3 Types of Methods to Measure PErformance
Trait based
Behavior based
Results based
What are the Common Trait Methods of Appraisal?
Graphic Rating Scale
Mixed Standard Scale
Forced-Choice
Essay
What are the Common Behavioral Appraisal Methods?
Behaviorally Anchored Rating Scale (BARS)
Critical Incidents
Behavioral Checklist
Behavior Observation Scales
Results-based Methods
Used when
-It is not important how results are achieved
-here are many different ways to succeed
Practicality
Contamination
Deficiency
Teamwork
Contemporary Performance Appraisal Concepts
Management by objectives (MBO)
360-degree feedback
Self-managed teams
Performance Appraisal under a MBO Program
Step 1: Org. goals & metrics
Step 2: Dpt. Goals & metrics
Step 3:
-Spvr lists goals & metrics
-Sbt. proposes goals & metrics
Step 4: Mutual agreement
Step 5: Interim review
-5a: Inappropriate goals/metrics deleted
-5b: New inputs are then provided
Step 6: Final review
Step 7: Review org. performanceCharacteristics of Self-Managed Teams
Focusing group result
Larger Span of control
More part-time/contract workers
More cross-functional workers (generalist)
Challenges of Self-Managed Teams
Measuring individual result
Quality and commitment std.
Measure cross-functional performance
