PERFORMANCE MANAGEMENT Flashcards
STEPS IN PERFORMANCE MANAGEMENT?
- Planning:
- Setting performance expectations and objectives
- Estb essentials and standards for their PA
- Standards should be measurable, achievable
- Continuous monitoring:
- Measuring performance constantly and cont feedback
- Actual performance vs standards
- Dev the capacity to perform:
- Training and dev opp
- Evaluation of weakness and future needs
- Rating:
- Summarise employee performance
- Evaluation perf vs standards
- Rewarding good performance
- Recog employees, individually and as members
- Ongoing natural process
DEFINITION OF PERFORMANCE APPRAISAL
Process of assessing, summarising, and developing the work performance of an employee
Systematic evaluation of personnel by superiors or others
FEATURES OF PERFORMANCE APPRAISAL / MERIT RATING
- Continuous process
- Systematic examination of employees strength, weakness
- Scientific study
- Done periodically
- Impartial rating of an employees excellence
OBJECTIVES OF PA
- To prevent grievances and indisciplinary acts
- Evaluate success of training programmes
- To motivate the employee to perform well
- To facilitate research in personnel management
- Comparison of different employees
PROCESS OF PERFORMANCE APPRAISAL
- Det objectives
- Est performance standards or criteria
- Communicating the standards
- Measuring performance
- Comparing actual performance with standard
- Discussion
- Corrective action
Traditional Methods Of PA
Ranking
Paired comparison
Grading
Graphic scale
Checklist
Forced distribution
Critical method
Field review
Confidential report
Free essay
Group appraisal
Comparative evaluation
Modern Performance Appraisal Method
Assesment Centre
HR Accounting
BARS
MBO
Psychological Appraisal
Need and importance of PA
- Dev and training needs of employees
- Improve performance
- Take personnel decisions
- Competitive spirit
- Aids to personnel research
- Id strength and weakness
- Feedback
Types of appraisal
Formal
Informal
App by subordinate
Individual app
Group app
Initial
Promotional app
Essential requirements of PA
Confidence and trust
Well defined performance standards
Training
Documentation
Feedback and participation
Size of the org
Post appraisal review
Review and appeal
Limitations Of PA
Inconsistent rating
Halo effect
Leniency / strictness
Incompetence
Trade union resistance
No def standard
Avg rating
Lack of reliability
