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PERFORMANCE APPRAISAL & EVALUATION

PERFORMANCE APPRAISAL & EVALUATION. APPRAISAL POPULARITY. Large Organizations: 95% Small Organizations: 84% All Private Organizations: 89% City Governments: 76% State Governments: 100%. TQM VIEW OF APPRAISAL. RESPONSE TO DEMING. KEYS TO BETTER APPRAISAL. Increase objectivity

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PERFORMANCE APPRAISAL & EVALUATION

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  1. PERFORMANCE APPRAISAL& EVALUATION

  2. APPRAISAL POPULARITY • Large Organizations: 95% • Small Organizations: 84% • All Private Organizations: 89% • City Governments: 76% • State Governments: 100%

  3. TQM VIEW OF APPRAISAL

  4. RESPONSE TO DEMING

  5. KEYS TO BETTER APPRAISAL • Increase objectivity • Improve appraisal interview session • Emphasize Performance Management

  6. Recommendation 1: Appraisals should be objective, rational, and accurate Reality: OBJECTIVITY

  7. Scale Orientations • Traits • Behaviors • Results

  8. SCALE FORMAT • Comparative (Comparison among workers) • Forced Distribution • Rank • Paired Comparison • Comparison among anchors • Forced Choice • Graphic Rating Scales (Compare to anchors) • BARS • BOS (summated scale) • MBO

  9. Common Rater Errors • Negative and positive skew (LENIENCY/severity) • Halo/Horn • Central Tendency (Dilbert) • Attribution error • Stereotyping (representativeness) • First Impression (anchoring) • Recency (Dilbert) • Contrast Effect • Similar/dissimilar to me Effect

  10. REDUCING RATER ERRORS • Memory aids • Frame of reference training (rater training) • Rater accountability • Increased frequency

  11. Recommendation: Appraisals should be objective, rational, and accurate Reality: Subjectivity and inaccuracy often dominates the appraisal process Subjective methods Manager’s unconscious bias/rater errors Deliberate manipulation Why? Impact? Overcoming this OBJECTIVITY

  12. KEYS TO BETTER APPRAISAL • Increase objectivity • Improve appraisal interview session • Emphasize Performance Management

  13. IMPROVING APPRAISAL:APPRAISAL SESSION • Put Employee at Ease • Participation • Appeal • Self-evaluation • Performance Focus • Sensitivity • Tone • Positive Feedback • Examples • Performance plans

  14. KEYS TO BETTER APPRAISAL • Increase objectivity • Improve appraisal interview session • Emphasize Performance Management

  15. PERFORMANCE MANAGEMENT Goal Setting Formal Feedback Session Coaching And feedback Rate and Evaluate

  16. PERFORMANCE MANAGEMENT & MBO • Clarify goals/expectations • jointly determined • cascading 2. Periodic review and feedback • based on input from multiple sources • 360 degree feedback 3. Coaching based on developmental sessions 4. Performance-based rewards

  17. IMPLEMENTING MBO • Formulate overall objectives • Allocate among departments • Specific objectives for department members • Implement action plans • Review progress and provide feedback • Provide performance-based rewards

  18. ADVANTAGES OF MBO

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