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Performance Appraisal

Performance Appraisal. Anna Reponen Anh Luong. AGENDA. Purposes for Performance Appraisal Purposes of Job Appraisal for Specific Positions Principles of Performance Appraisal System Appraisal Methods Job Specific Appraisal Reducing Errors. Purposes for Performance Appraisal.

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Performance Appraisal

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  1. Performance Appraisal Anna Reponen Anh Luong

  2. AGENDA • Purposes for Performance Appraisal • Purposes of Job Appraisal for Specific Positions • Principles of Performance Appraisal System • Appraisal Methods • Job Specific Appraisal • Reducing Errors

  3. Purposes for Performance Appraisal

  4. Purposes of Job Appraisal for Specific Positions • CEO – Compensation purpose • Top management in HQ – Compensation Purpose • National directors – Compensation and promotion purposes • Middle management – Compensation, development and promotion purposes • Facility managers – Development purposes and promotion • Facility assistants and interns – Development purposes and promotion

  5. Principles of Performance Appraisal System • Require participation at all levels • Business driven • Mutuality • Consistency • Reliability • Communication

  6. Principles of Performance Appraisal System (cont) • Evaluate and develop employees • Emphasize process • Evaluate team participation as well as individual performance • Input from various sources

  7. Appraisal Methods • Management by Objectives (MBO) • A philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager

  8. MBO Figure 8.6

  9. Appraisal Methods • Behaviorally Anchored Rating Scales (BARS) • A performance appraisal that consists of a series of vertical scales, one for each dimension for job performance

  10. Job Specific Appraisal • CEO • Top Management HQ • National Directors • Middle Management • Facility Managers • Facility Assistants and Interns

  11. Job Specific Appraisal EVALUATOR FREQUENCY METHOD

  12. Reducing Errors • Feedback and evaluation done by the managers who are trained to do that • Ensures that right evaluation basis are used • Anonymous feedback when evaluating others • Consistent evaluation system • Using the same basis • Comparable results • Training supervisors to use appraisal forms correctly • Provide clear objectives at the beginning of performance period

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