Enhancing Employee Performance PDF
Enhancing Employee Performance PDF
Enhancing Employee Performance PDF
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Evaluating and Enhancing
Employee Performance
Agenda
Performance management systems
Ongoing performance feedback
Performance appraisal programs
Developing an effective appraisal program
Performance appraisal methods
Appraisal interviews
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Appraisal Programs
Administrative Developmental
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Reliability
Standards are quantifiable, measurable, and stable.
(Consistency)
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Peer Appraisal
Appraisal by fellow employees, compiled into a single profile for
use in an interview conducted by the employees manager.
Why peer appraisals are not used more often:
1. Peer ratings are simply a popularity contest.
2. Managers are reluctant to give up control over the appraisal
process.
3. Those receiving low ratings might retaliate against their
peers.
4. Peers rely on stereotypes in ratings.
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Team Appraisal
Based on TQM concepts; recognizes team accomplishment
rather than individual performance
Customer Appraisal
A performance appraisal that, like team appraisal, is based on
TQM concepts and seeks evaluation from both external and
internal customers
3600 Appraisal
3600 appraisal is intended to provide employees with as accurate
a view of their performance as possible by getting input from all
angles viz., supervisors, peers, subordinates, customers, and the
like.
360-Degree Performance Appraisal System Integrity Safeguards:
Assure anonymity (except supervisors rating)
Make respondents accountable
Prevent gaming of the system
Use statistical procedures
Identify and quantify biases
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Training Appraisers
Establishing an Appraisal Plan
Provide an explanation of the performance appraisal systems
objectives so that raters will understand the compensation and
development purposes for which the appraisal is to be used.
Explain the mechanics of the rating system
How frequently the appraisals are to be conducted
Who will conduct them
What are the standards of performance.
Alert raters to the weaknesses and problems of appraisal
systems so that they can be avoided.
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Similar-to-me errors
Recency errors
Rater Errors
Halo/Horn Error: Focusing positive/negative aspect of an
employee and generalizing it into overall performance rating.
Error of Central Tendency: A rating error in which all employees
are rated about average.
Leniency or Strictness Error: A rating error in which the appraiser
tends to give all employees either unusually high or unusually low
ratings.
Forced distribution: A performance appraisal ranking system
whereby raters are required to place a certain percentage of
employees into various performance categories.
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Trait Methods
Forced-Choice
Essay
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Trait Methods
Graphic Rating-Scale Method
A trait approach to performance appraisal whereby each
employee is rated according to a scale of individual
characteristics.
Variations of graphic rating-scale
The characteristics or dimensions on which individuals are rated.
The degree to which the performance dimension is defined for
the rater, and
How clearly the points on the scale are defined.
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Forced-Choice Method
Requires the rater to choose from statements designed to
distinguish between successful and unsuccessful performance.
1. ______ a) Works hard _____ b) Works quickly
2. ______ a) Shows initiative _____ b) Is responsive to customers
3. ______ a) Produces poor quality _____ b) Lacks good work habits
Essay Method
Requires the rater to compose a statement describing
employee behavior.
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Behavioral Methods
Critical Incident
Behavioral Checklist
Behavioral Methods
Behaviorally Anchored Rating Scale
(BARS)
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Results Methods
Productivity Measures
Appraisals based on quantitative measures (e.g., sales
volume) that directly link what employees accomplish to results
beneficial to the organization.
Criterion contamination
Focus on short-term results
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.
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Personal Scorecard
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Appraisal Interviews
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Performance Diagnosis
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Essential Learning
Behavior Observation Scale (BOS) Management by Objectives (MBO)
Behaviorally Anchored Manager and/or Supervisor
Rating Scale (BARS) Appraisal
Calibration Mixed-standard Scale Method
Contrast Error Peer Appraisal
Critical Incident Performance Appraisal
Customer Appraisal Performance Management
Error of Central Tendency Recency Error
Essay Method Self-appraisal
Forced-choice Method Similar-to-me Error
Graphic Rating Scale Method Subordinate Appraisal
Leniency or Strictness Error Team Appraisal
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