SMH 3053 SMH 3053 PERFORMANCE PERFORMANCE

APPRAISALAPPRAISAL

INTRODUCTION

OutlineOutline

DEFINITION OF PAIMPORTANCE OF PAIMPORTANT TERMS

DEFINING PERFORMANCE DEFINING PERFORMANCE APPRAISALAPPRAISAL

PA is a formal system of review and evaluation of individual or team task performance (Mondy,

2008).

DEFINING PADEFINING PA

PA is the process of evaluating and

communicating to an employee how he or she is

performing the job and establishing a plan of

improvement (Byars & Rue, 2008; Dessler, 2010)

PA is the process of evaluating and

communicating to an employee how he or she is

performing the job and establishing a plan of

improvement (Byars & Rue, 2008; Dessler, 2010)

DEFINING PA DEFINING PA

PA is a process of evaluating an employee’s performance based

on a certain predetermined standard, communicating to the

employee on how he or she did on the job, and finally developing

ways on how individual performance can be improved.

PA is a process of evaluating an employee’s performance based

on a certain predetermined standard, communicating to the

employee on how he or she did on the job, and finally developing

ways on how individual performance can be improved.

Why conduct performance appraisal?

Why conduct performance appraisal?

BENEFITS OF PABENEFITS OF PA

Provide a solid foundation for all

aspects of the employer/employee

relationship.

BENEFITS OF PA TO THE BENEFITS OF PA TO THE ORGANIZATIONORGANIZATION

Increase employees’ organizational commitment and loyalty towards the organization

Ensure employee retention and increase productivity and innovation

Reduce the risk of complaints and litigation by ensuring that employees feel treated fairly and are not surprised by management decision

BENEFITS OF PA TO THE BENEFITS OF PA TO THE MANAGERMANAGER

Determine how the job of each employee can further the overall goals of the organization

Examine each employee as an individual to evaluate the employee’s strengths and weaknesses

Identify and reward good employees, in order to foster loyalty and motivate employees to continue to achieve

BENEFITS OF PA TO THE BENEFITS OF PA TO THE MANAGERMANAGER

Keep employee morale high through continuous feedback

Stay on top of the needs of the workforce

BENEFITS OF PA TO THE BENEFITS OF PA TO THE EMPLOYEEEMPLOYEE

Clarify organization’s or employer’s expectation

Get continuous feedback from the manager

Help in achieving personal goals

UNDERSTANDING PERFORMANCE

UNDERSTANDING PERFORMANCE

VROOM…..VROOM…

What is Performance?What is Performance?Performance refers to the degree of

accomplishment of the tasks that make up an employee’s job (Byars & Rue, 2000) ◦It is usually measured in terms of results.◦For example, for a car salesperson,

performance means the volume of sales; for a teacher, performance might mean how many students score all As in the exam.

What is Performance?What is Performance?Job performance has become one of the

significant indicators in measuring organizational performance in many studies (Wall et al. 2004).

Schmitt and Chan (2003) categorized job performance into ‘will-do’ and ‘can-do’. The latter refers to individuals’ KSAOs required in performing certain job and the former denotes the motivation level that individuals may have in performing their work.

What is Performance?What is Performance?Motowidlo and Van Scotter (1994)

pointed out that performance construct should consist of task performance and contextual performance.

Cardy and Dobbins in Williams (2002) conceptualized performance as work outcomes that relates closely to task performance, such as the quantity and quality of work done, and job relevant behaviors that consist of behavioral aspects useful in achieving task performance.

What is Performance?What is Performance?Gomez-Mejia et al. (2007) stated that task

performance should be distinguished into quality of work done, quantity of work performed, and interpersonal effectiveness.

Motowidlo (2003) defined task performance or in-role behaviors as the organization’s total expected value on task related proficiency of an employee.

Motowidlo’s (2003) assertion that task performance is best construed as a behavioral construct because it involves psychological process that is related to selection, training, motivation, and facilitating situational processes.

What about…..EFFORT?

COMMITMENT?

What is Effort?What is Effort?Effort is the amount of energy

(physical and/or mental) an individual uses in performing a task. ◦For example, the salesperson might

spend a lot of time entertaining and attending to clients, but it does not necessarily means that he is able to hit required number of sales per month.

◦If this salesperson did not meet his target, it means that he put a lot of effort, but his performance is still considered as low.

CommitmentCommitment

The degree to which an employee identifies with a particular organization and

its goals and wishes to maintain membership in the

organization.

Your opinion????

So, what determines

performance?

PERFORMANCEPERFORMANCE

ABILITY MOTIVATION

ENVIRONMENT