BA 2204 and BAS 324 Human Resource Management Appraising and managing performance Instructor: Ça ğ...
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Transcript of BA 2204 and BAS 324 Human Resource Management Appraising and managing performance Instructor: Ça ğ...
BA 2204 and BAS 324Human Resource Management
Appraising and managing performance
Instructor: Çağrı Topal1
Performance appraisalIdentificationMeasurementManagement
Uses• Administrative• Developmental• Strategic
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IdentificationAspects or dimensions of
performanceMany dimensions and descriptionsWhat the organization tries to
achieve or its strategic, operational, and operative objectives
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Measurement: definition and toolsAssigning numbers or labels to
reflect an employee’s performance on the identified characteristics or dimensions
Judgment type• Relative judgment• Absolute judgment
Measurement focus• Trait appraisal• Behavioral appraisal•Outcome appraisal 4
Measurement: relative judgmentComparing an employee’s performance
to the performance of other employees doing the same job
Recognizing small significant differences
No information about absolute differences
No information about absolute performance
Manufacturing differencesIneffective feedbackAdministrative use 5
Measurement: absolute judgmentComparing an employee’s performance
with predetermined standardsComparability across employees within
different organizational groupsDetailed and effective feedbackCooperative work environmentNot recognizing small significant
differencesInconsistency between different
evaluatorsDevelopmental use
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Measurement: traitDeveloping judgments about
employees’ traits or individual characteristics
Quick indicator for relevant behavioral tendencies
AmbiguityEvaluator biasesNot including all relevant traits and
difficulty in weighing traitsFocus on personality rather than
performance and ineffective feedback7
Measurement: behaviorEvaluating whether an employee shows
expected behavioral standardsConcreteness and easy to measureConcrete performance examplesFast and effective feedbackParticipative development and motivationTime-consuming and difficult
development Detailed and exclusionaryObsoleteness with organizational changeBiased standards
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Measurement: outcomeAssessing the achievement of an
employee in terms of outcomes and targets
Clarity and objectivityFlexible standardsRelation to strategic goalsIgnorance of uncontrollable factorsIgnorance of performance processes
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Measurement: challangesRater errors and bias• Halo error• Restriction of range error• Personal bias• Comparability
LikingOrganizational politicsIndividual vs. group focus in teams
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