Appraising Performance 2
Appraising Performance 2
Appraising Performance 2
Performance
Purpose of Performance
Appraisal
The main focus of performance appraisal is:
improving organisation performance by focusing
on individual effort and by developing them
The other purpose of a performance appraisal is:
to communicate to the employee how
management views his/her productivity, based on
job specifications.
to provide a forum for an exchange of information
and input between employer and employee.
Performance Appraisal
Purpose:
How:
Where:
When:
By Whom:
improve organisational
performance
regular discussions between
individual & manager
at the work place
continuous; often at half
yearly or yearly interval
employee's supervisor and
the employee
What is it for?
The underlying purpose of performance management is to improve
the utilisation of staff resources by:
Designing an effective
system of appraisal
An appraisal involves:
Steps in Appraising
Performance
Define the Job
Make sure all
agree on duties
Appraise
Performance
Compare
performance
to the standard
Provide
Feedback
Discuss
progress &
make plans
Manage Expectations
Appraisal Methods
Graphic rating scale:
a scale that lists a number of traits and a
range of performance for each. The
employee is then rated by identifying the
score that best describes the level of
performance for each trait.
Quality
- 1-5 OVGIU
Productivity - 1 - 5
Appraisal Methods
Alternation Ranking Method:
Ranking employees from best to worst on
a particular trait, choosing highest then
lowest till all are ranked.
A particular trait
Ranking
Appraisal Methods
Paired Comparison Method:
Ranking employees by making a chart of
all possible pairs of the employee for each
trait and indicating which is the better of
the employee.
Appraisal Methods
Forced Distribution Method:
Similar to grading on a curve;
predetermined percentages of ratees are
placed in various performance categories.
Appraisal Methods
Critical incident method
Keeping a record of uncommonly good or
undesirable examples of an employees
work related behaviour and reviewing it
with the employee at the predetermined
time.
Narrative Forms
Behaviorally Anchored
Rating Scales
BARS combine best features of narrative,
critical incidents, and quantified scales in
five steps
Generate
critical incidents
Develop performance dimensions
Reallocate incidents
Scale the incidents
Develop a final instrument
Skill in bagging
Conscientiousness
Observational ability
1 Extremely Poor
Advantages of BARS
A more accurate gauge of performance
Clearer standards critical incidents
along the scale make it clear
Feedback its easier to explain ratings
to appraises
Independent dimensions clustering
critical incidents make dimensions more
independent
Consistency different raters appraisals
of same individual are similar
Management by Objectives
MBO refers to a organizational 6 step goal
setting and appraisal program
Set the
organizations
goals
Set the
departmental
goals
Discuss
developmental
goals
Define
expected
results
Performance
reviews
Provide
feedback
middle
Research Insight
360o Appraisals
Three Appraisal
Types/Objectives
Appraisal Type
The Objective
Performance is satisfactory
Employee promotable
Make development
Plans
Satisfactory
Not promotable
Maintain
Performance
Unsatisfactory
Correctable
Take corrective
Action
A Defensive Subordinate
Provide examples