Performance Appraisal of Hrm

Performance Management and Appraisal
After studying this chapter, you should be able to: 1. Evaluate and improve the appraisal form in Figure 9–1. 2. Describe the appraisal process. 3. Develop, evaluate, and administer at least four performance appraisal tools. 4. Explain and illustrate the problems to avoid in appraising performance. 5. List and discuss the pros and cons of six appraisal methods. 6. Perform an effective appraisal interview. 7. Discuss the pros and cons of using different raters to appraise a person’s performance.

Basic Concepts in Performance
Management and Appraisal
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Why Performance Management?
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Defining the Employee’s Goals and Work Standards
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Using MBO
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Appraising Performance: Problems and Solutions
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Appraising Performance:
Problems and Solutions (cont’d)
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Who Should Do the Appraising?
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The Appraisal Interview
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The Appraisal Interview (cont’d)
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performance appraisal performance management graphic rating scale alternation ranking method paired comparison method forced distribution method critical incident method behaviorally anchored rating scale (BARS) management by objectives (MBO) electronic performance monitoring (EPM) unclear standards halo effect central tendency strictness/leniency bias appraisal interview

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Comparing
Performance Appraisal and
Performance Management

Performance Management:
An integrated approach to ensuring that an employee’s performance supports and contributes to the organization’s strategic aims.

Performance Appraisal:
Setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance.

The Performance Management Approach

Strategic Focus

Appraisal Issues

Total Quality

Guidelines for Effective Goal Setting

Assign Challenging but Doable Goals

Assign Measurable Goals