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Learn Management the Easy Way with the Help of Downloadable Power-point Presentations
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ManagementStudyGuide.comSlide2
Performance AppraisalsSlide3
Objective
Explain what is Performance Appraisal
Describe the purpose of Performance Appraisal
Define Goals and Work Efforts
Define Performance Criteria
Explain the steps in Performance Appraisal Process
Describe Who Should Do the Appraising
Explain the various methods of Performance Appraisal
Explain the importance of Appraisal Interview
Explain the Requirements of an Effective Appraisal System
Describe the errors of Performance Appraisal Slide4
Introduction
Michael, I am hoping I get the promotion to the Senior Manager position that has opened in my department.Hey Chris, what happened? Why are you so tense?
Who knows? Maybe they would choose Tom instead.
Of Course! You will! Why not?
It’s just that he is so good at impressing people. He is forever being sweet and nice and doing sweet talking.
Why him of all the people?
I hope they remember that he just sweet talks. I just hope they see that I am the one who has brought them their best projects.
Yes, that’s true. But, he doesn’t have anything to show as far as work goes. You’re the best!
Oh yes! Now, I am feeling a lot better hearing that!
Of Course! They will! Did you forget ‘Performance Appraisals’?Slide5
Introduction
What is Michael talking about? Why is Chris feeling better hearing about ‘Performance Appraisals’?Slide6
Introduction
‘Performance Appraisals’ will help Chris’s management to record and measure the performance of each of its employees
So, when the decision of choosing the new Senior Manager has to be taken, they can rely on the results of the ‘Performance Appraisals’ to choose the most suitable candidate
So, Chris feels better that during the ‘Performance Appraisals’, he will be able to clearly outshine Tom, as Chris is definitely a better performer than Tom
Let us learn more about ‘Performance Appraisals’
ChrisSlide7
What is Performance Appraisal?
Performance Appraisal (PA) is the process that is used to evaluate the personality, performance and potential of the employees of an organizationIt is a process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvementHence, it is a system of review and evaluation of job performance to assess accomplishments and to evolve plans for developmentSlide8
Purpose of Performance Appraisal
- For the EmployeeOffers direction
Provides feedback about their performance
Provides inputs for improvement
Offers motivation for future level of effort and task direction
Clarifies task perception of the employeeSlide9
Purpose of Performance Appraisal
- For the Organization/ManagementEnsures proper documentation of performanceOffers Legal protection
Creates a motivation system
For decisions relating to promotions, firings, layoffs, and merit pay increases
Provides input for training and development needsSlide10
Defining Goals and Work Efforts
SSpecific and clearly state the desired results
M
Measurable in answering “how much”
A
Attainable and not too tough or too easy
R
Relevant to what’s to be achieved
T
Timely in reflecting deadlines and milestones
The best defined goals are ‘SMART’ goals which are:Slide11
Steps in Appraisal Process
Anticipate & ConsiderProblems in Performance Appraisal Effective Performance Appraisal SystemManagement SupportCoaching Training and Development
Plan the Performance
Identify & Communicate Performance Goals
Establish Performance Criteria
Determine
Appraisal Period and Methods
Responsibilities for Appraisal
Examine Work Performed
Appraise the Results
Conduct Appraisal Interview
Discuss Goals for next Period
Setting & Communicating Performance Standards
Measuring Standards
Comparing Standards
Discussing Results
Taking Corrective StandardsSlide12
In this method the supervisor rates employees according to items on a numerical scale. BARS helps to overcome errors in performance appraisals that occur while using a graphic rating scale
Performance Appraisal Methods
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Behaviourally Anchored Rating Scales (BARS)Slide13
•
•The managers, peers, customers, suppliers, or colleagues are asked to complete questionnaires on the employee being assessedThe person or employee being assessed is also required to complete a questionnaireThe HR department provides results to the employee. The results help the employee to understand how his opinion differs from those of the group doing the assessment•
Performance Appraisal Methods
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Multi-Rater Assessment or 360 Degree FeedbackSlide14
Appraisal/Feedback Interview
There are a few key points that a manager or appraiser should keep in mind for conducting an Appraisal Interview, such as:He should be direct and specific
He should never get personal
He should encourage the employee to talk as well
He should develop an action plan from the information gatheredSlide15
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