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Performance Management & Appraisal, Part I

Explore the purposes, requirements, legal and strategic issues, and advantages and disadvantages of performance appraisal formats in an effective performance management system. Learn how to use performance appraisal for developmental, administrative, and evaluative purposes, and understand different rating formats and their impact on performance assessment.

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Performance Management & Appraisal, Part I

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  1. Performance Management & Appraisal, Part I • The purposes and requirements of an effective performance management and appraisal system • Legal and strategic issues in performance appraisal • Appraisal formats: Advantages and disadvantages

  2. Performance management Defines performance Facilitates Performance Encourages performance Performance Appraisal Measures performance Evaluates performance Feeds back the evaluation Performance Management & Appraisal

  3. Legal & Strategic Issues • Legal issues • Performance appraisal is open to adverse impact • Criteria must be applied equally • Strategic issues • Organizations get what they reward • Need to align strategy with performance management system

  4. Using Performance Appraisal • Developmental • Improving performance • Career development • Administrative • Salary decisions • Promotion • Retention

  5. Relative & Absolute Judgments • Relative • Ranking • Forced distribution • Absolute • Graphic rating scales • Behavioral checklists • Critical incidents

  6. Scale Formats Graphic Rating Scale Quality of Work 1 2 3 4 5 Poor Below Average Good Excellent Average Graphic Rating Scale clearer anchors Quality of Work 1 2 3 4 5 Frequent Passable Usually Errors Accurate Errors accurate rare

  7. Trait and Behavioral Data • Traits • Personality • Individual traits • Behavioral data • BARS (create dimensions, write critical incidents, rate critical incidents, form scales with incidents as anchors • BOS

  8. Scale Formats Behaviorally Anchored Rating Scale For Supervision 5: Can train and develop subordinates 4: Exhibits respect towards subordinates 3: Critical of personnel in front of others 2: Sets a poor example 1: Reneges on promises

  9. Outcome Data • Meeting goals • Quantitative data • sales • scrappage • productivity

  10. Backwards & Forwards • Summing up: We began with distinguishing performance management from performance appraisal. Legal and strategic issues were considered and the balance of the session reviewed different rating formats, their advantages and disadvantages. • Looking ahead Next time we complete our discussion of performance management by looking at challenges to effective performance management, the appraisal interview, motivation, and performance improvement.

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