Human Resource Management
Chapter 9
Performance Management & Appraisal
1. | Define performance appraisal | 2. | Steps in appraising performance/process in appraising performance | 3. | Reasons/importance/purposes/objectives to appraise subordinates performance | 4. | Graphic rating Scale Method (Example, Advantage & Disadvantage) | 5. | Alternation Ranking Method (Example, Advantage & Disadvantage) | 6. | Paired Ranking Method | 7. | Critical incident method (Example, Advantage & Disadvantage) | 8. | Behaviorally anchored rating scales (BARS) (Advantage & Disadvantage) * Behavioral exception scales (BES) (Example) * Behavioral observation scales (BOS) (Example) | 9. | Management by Objectives | 10. | Potential Appraisal Problems/ illustrate the problems to avoid appraising performance |
* Performance appraisal: performance appraisal is a process of evaluating or rating the performance or activities of the employees in an organization. Performance appraisals are about employee performance and accountability. In globally competitive world companies meet high performance, at the same time employees need feedback on their performance as a guide of their future behavior. * Steps in appraising performance/process in appraising performance 1. Defining the job: First, manager must define the employee’s job and performance criteria. Defining the job means making sure that the manager and the subordinate agree on his or her duties and job standards and on the appraisal method manager will use. 2. Appraising performance: appraising performance means comparing the subordinates actual performance to the standards; this usually involves some rating form. 3. Feedback session: Finally, an effective appraisal requires a feedback session. Here, manger and the subordinate discuss his or her performance and progress, and make plans for any development required. * Uses/importance/objectives/reasons
Performance Management & Appraisal
1. | Define performance appraisal | 2. | Steps in appraising performance/process in appraising performance | 3. | Reasons/importance/purposes/objectives to appraise subordinates performance | 4. | Graphic rating Scale Method (Example, Advantage & Disadvantage) | 5. | Alternation Ranking Method (Example, Advantage & Disadvantage) | 6. | Paired Ranking Method | 7. | Critical incident method (Example, Advantage & Disadvantage) | 8. | Behaviorally anchored rating scales (BARS) (Advantage & Disadvantage) * Behavioral exception scales (BES) (Example) * Behavioral observation scales (BOS) (Example) | 9. | Management by Objectives | 10. | Potential Appraisal Problems/ illustrate the problems to avoid appraising performance |
* Performance appraisal: performance appraisal is a process of evaluating or rating the performance or activities of the employees in an organization. Performance appraisals are about employee performance and accountability. In globally competitive world companies meet high performance, at the same time employees need feedback on their performance as a guide of their future behavior. * Steps in appraising performance/process in appraising performance 1. Defining the job: First, manager must define the employee’s job and performance criteria. Defining the job means making sure that the manager and the subordinate agree on his or her duties and job standards and on the appraisal method manager will use. 2. Appraising performance: appraising performance means comparing the subordinates actual performance to the standards; this usually involves some rating form. 3. Feedback session: Finally, an effective appraisal requires a feedback session. Here, manger and the subordinate discuss his or her performance and progress, and make plans for any development required. * Uses/importance/objectives/reasons