Performance Management and Appraisal

1. Performance Management and Appraisal By Daniel Damaris Novarianto S.

2. Performance Management Defined • A uniquely goal-oriented and continuous way to appraise and manage employees performance • It is the “continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goal”.

3. Difficulties in Performance Management Systems Difficulties Focus on the Individual Focus on the Process

4. The Appraisal Process

5. Appraisal Methods

6. Critical Incident Appraisal • A performance evaluation that focuses on key behaviors that differentiates between doing a job effectively or ineffectively • The appraiser writes down anecdotes describingemployee actions that were especially effective or ineffective

7. Appraisal Methods (cont.)

8. The Checklist Appraisal

9. Appraisal Methods (cont.)

10. The Graphic Rating Scale

11. The Graphic Rating Scale (cont.)

12. The Graphic Rating Scale (cont.)

13. Appraisal Methods (cont.)

14. The Forced Choice Appraisal • A performance evaluation in which the rater must choose between two specific statements about an employee’s work behavior • E.g questions: “Would you rather go to a party with a group of friends or attend a lecture by a well-known political figure?”

15. Appraisal Methods (cont.)

16. The BARS

17. The BARS (cont.)

18. Appraisal Methods (cont.)

19. The Group Order Ranking • Group order ranking requires the evaluator to place employees into a particular classification • This method, for instance, is often used in recommending students to graduate schools. • Evaluators are asked to rank the student in the top 5 percent, the next 5 percent, the next 15 percent, and so forth

20. Appraisal Methods (cont.)

21. The Individual Ranking

22. Appraisal Methods (cont.)

23. The Paired Comparison

24. Appraisal Methods (cont.)

25. The MBO • A performance appraisal method that includes mutual objective setting and evaluation based on the attainment of the specific objectives • The elements of the MBO: • Specific Goals • Participative Decision Making • Specific Time Period • Performance Feedback

26. The Online Performance Tool Source: www.hrnonline.com/per_about

27. The Comparison of Appraisal Tools

28. Factors That Can Distort Appraisals

29. Guidelines for Effective Appraisals • Know the Performance Appraisal Problem • Use the Right Appraisal Tool • Keep Diary • Get Agreement on a Plan • Ensure Fairness

30. Toward a More Effective Performance Management System

31. The Example of Ineffective Appraisal

32. The Performance Appraisal Meeting • Prepare for and schedule the appraisal in advance • Explain the purpose of the meeting in advance and create a supportive environment to put employees at ease • Describe the purpose of the appraisal to employees • Involve the employee in the appraisal discussion, including a self-evaluation

33. The Performance Appraisal Meeting (cont.) • Focus discussion on work behaviors, not on the employee • Support your evaluation with examples • Give both positive and negative feedback • Ensure that employees understand what was discussed in the appraisal • Generate a development plan

34. International Performance Appraisal 2 Issues Who perform the evaluation? Evaluation Formats

35. International Performance Appraisal (cont.)

36. Thank You !