lecture 8 Flashcards
what does performance mngt define
It defines employee goals, develop his capabilities (training), evaluates performance and rewards
what does performance mngt involve
Involves continuous training and development
whot does performance mngt ensure?
Ensuring that an employee’s performance supports and contributes to the organization’s strategic aims
performance appraisal meaning
Evaluating an employee’s current and/or past performance relative to his or her performance standards.
why is performance appraisal important
1)Most employers base pay, promotion, and retention decisions on the employee’s appraisal.
2)Appraisals play a central role in the employer’s performance management process and making sure they align with company’s overall goals.
3)The appraisal lets the manager and subordinate develop plans for correcting deficiencies, and to reinforce strengths.
4)Appraisals provide an opportunity to review the employee’s career plans in light of his or her strengths and weaknesses.
5) Appraisals enable the supervisor to identify if there is a training need, and the training required.
what to asses in the appraisal?
1- goals
2- job dimension
3- competencies
goals
S.M.A.R.T
specific
measurable
attainable
relevant
time bounded
job dimension idea
examples of Basic job dimensions or traits are communication or teamwork.
The assumption is that “good teamwork” is a useful standard for “what should be.”
competencies
(كفائة)
Appraise employees based on their mastery of the competencies
(the skills, knowledge, and/or personal behaviors) the job requires
steps of the appraisal process
01: Defining the Job
02: Appraising Performance
03: Providing Feedback
01: Defining the Job
Making sure that you and your subordinate agree on his or her duties and job standards.
02: Appraising Performance
Comparing your subordinate’s actual performance to the standards that have been set; this usually involves some type of rating form.
03: Providing Feedback
Discussing the subordinate’s performance and progress, and making plans for any development required.
who should do the appraisal and why ?
Supervisors!!
why?
they Usually do the actual appraising
they are familiar with basic appraisal techniques
The supervisor is usually in the best position to observe and evaluate the subordinate’s performance
they know how to conduct appraisals fairly
if supervisors do the appraisals then what do hr do??
they Serve as an advisory role
they Provide advice and assistance regarding the appraisal tool to use
they Train supervisors to improve their appraisal skills
they Monitor the appraisal system’s effectiveness
they Correct any deviations from procedures
types of appraisals
1- peer appraisal
2-crowd appraisal
3-raiting committee
4-self rating
5-appraisal by subordinate
6- 360 degree feedback
PEER APPRAISALS
Appraisals by one’s peers
Peers see aspects of the person that the boss may never see.
Knowing your colleagues will appraise you can also change behavior
CROWD APPRAISALS
Social media tools (Rypple) allow almost everyone in the company (the “crowd”) to continuously appraise their peers’ work.
Organization uses the comments on the platform as input to its formal employee appraisals
RATING COMMITTEE
A rating committee typically consists of the employee’s immediate supervisor and three or four other supervisors
RATING COMMITTEE
ADV.
Advantage:
Using multiple raters help cancel out problems such as bias on the part of individual raters.
It can also help pick up the different facets of an employee’s performance observed by different appraisers.
SELF-RATING
Some employers obtain employees’ self-ratings, usually along with supervisors’ ratings.
The problem is that employees usually rate themselves higher than do their supervisors or peers
APPRAISAL BY SUBORIDINATE
Many employers have subordinates rate their managers, usually for developmental rather than for pay purposes
360-Degree Feedback
With 360-degree feedback, the employer collects performance information all around an employee—from supervisors, subordinates, peers, and internal or external customers—generally for developmental rather than pay purposes
The usual process is to have all raters complete online appraisal surveys. Computerized systems then compile this into individualized reports to ratees.
PERFORMANCE APPRAISAL TOOLS
1-ALTERNATION RANKING METHOD
2-PAIRED COMPARISON METHOD
3-MANAGEMENT BY OBJECTIVES (MBO)
4-FORCED DISTRIBUTION METHOD
5-GRAPHIC RATING SCALE
