Appraising Performance Management
Appraising Performance Management
Appraising Performance Management
Appraise performance
Performance interview
Performance |
Management
2 Whom to Evaluate
a) Immediate supervisor
b) Subordinates
c) Peers
d) Clients
e) Self appraisal
4 Performance Appraisal Errors
S. Performance Appraisal Description
No. Error
1 Leniency Error Extreme rating either on high or
low side
2 Similarity Error Bias appraisal because of personal
affiliation
3 Recency Error Recent behavior evaluation instead
of entire performance appraisal
period
4 Contrast Error Rating in comparison to other
members
5 Central Tendency Error Average rating for all employees
6 Spill-Over Effect Past performance or standing
dominate recent evaluation
7 Hallo Error One characteristic or aspect of
performance dominate entire
performance appraisal rating
8 Perceptual Error The previous held believe of
perception influence appraisal
Designing Appraisal Program
5 Solving Rater’s Error
6 What to evaluate
a) Traits
b) Behaviors
c) Results/Goals
Other dimensions
a) Quality
b) Quantity
c) Timeliness
d) Cost effectiveness
e) Independent working
f) Interpersonal and cohesiveness effect
Designing Appraisal Program
7 When to Evaluate?
MBO •Not fit for assembly line •Employee may not set
workers challenging and high goals if
•Good for management jobs achievement of goals is
•Increase employee basis for reward
involvement and motivation •Set short term goals
GOAL-BASED APPRAISAL SYSTEM
Supervisor sets
Organizational goals for
goals subordinate
Agreed goals
and objectives
Department or
Unit goals
Subordinate
proposes goals and
Objectives
Adopted from: Snell, Bohlander & Vohra: Human Resource Management. A South Asian
Perspective, (2010, p.337)
360 Degree Performance Appraisal
Supervisor
Client
Peers
360 Degree
Performance
Team
Appraisal
Self Members
Subordinate
360 Degree Performance Appraisal
Advantages Disadvantages
1 More comprehensive 1 More Complex
2 Quality of information is better 2 Conflicting opinion
3 Compliments TQM perspective 3 Requires extensive training to
by soliciting external and internal implement
customers
4 Grouping may make it ineffective
4 Less bias/prejudice
5 increase employee self
development
5 Performance Management
Feedback on performance must be used purposefully
1) Performance Interview
• Performance appraisal outcome should be discussed
and shared with employee
• Three goals of performance interview
a) change behavior of poor performers b) maintain
behavior of employee who perform well c) appreciate
superior performers
Designing Appraisal Program