Performance Managemant & Appraisal

8/12/2019 Performance Managemant & Appraisal

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Performance Management and Appraisal

Performance Management is the mechanism thatensures that the employee achieves the objectives set

by the organization and the organization therebyachieves the objectives that it has set itself in itsstrategic plan.

Performance Appraisal is a process of evaluating an

employees past and current performances relative tothe persons performance standards in termsrequirements of the job for purpose of placement ofselection of promotion & providing financial rewards.


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Why Appraisal performanceThere are several reasons to appraise subordinates

performance.

At first appraisals play or should play an integrated role in the

employees performance management process it does little

good to translate the employees strategic goals into specific

employees goals and then train the employees if you dontperiodically review your employees performance.


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The Supervisors Role Appraising performance is both a difficult and an essential

supervisory skill. Supervisors must therefore be familiar

with basic appraisal technique, understand and avoid

problems that can cripple appraisals, and know how to

conduct appraisals fairly.

The performance evaluation should be based on the

performance expectations as outlined in the employees

job description. The process includes the following


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Develop a Learning and Self-Development Plan

Observe and document performance

Develop action plans to address gaps

Provide on-going coaching and development

Employee completes self-evaluation Manager reviews the employees accomplishments, gaps

and development and self-evaluation

Manager completes evaluation and plans for meeting with

employee


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Steps in Appraising performance

1. Identify the job

First make sure you define you employees job andperformance criteria. Define the job means making sure

that you and your subordinate agree on his or her duties

and job standards and appraisal method you will use.

2. JobPerformanceEvaluationThat is comparing the performance of the work of

employees with the standard model. In this step, it can use

many methods to assess different job performance such as:


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Rated rotation, Compare the pair, Stored critical method,Method of narrative form

3.Provide feedback:

Can be done once when job performance evaluation ends

or can do the job several times throughout the process of

evaluating the implementation of the work of employees,

this depends on the nature and characteristics of the job.


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Behaviorally Anchored Rating ScalesBehaviorally anchored rating scales (BARS) are rating

scales whose scale points are defined by statements of

effective and ineffective behaviors.The procedure for BARS is usually five steps:

1. Generate Critical Incidents

2. Develop Performance Dimensions

3. Reallocate Incidents

4. Scale of Incidents

5. Develop Final Instrument


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Management by ObjectivesManagement by objectives (MBO) is a systematic and

organized approach that allows management to focus on

achievable goals and to attain the best possible resultsfrom available resources.

The term MBO almost always refers to a comprehensive

organization-wide goal setting and appraisal program thatconsist of six main steps:


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1. Set the organizations goals.

2. Set departmental goals.

3. Discuss and allocate department goals.

4. Define expected results (set individual goals).5. Performance review and measure the results.

6. Provide feedback.


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Electronic Performance Monitoring

Electronic performance monitoring (EPM) means using

technology to monitor the activities of employees at work,

which includes the productivity output and how

effectively the employees have utilized the effective work

time.

It has had a negative effect on the employees like:


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Increased stress levels

Physical problems like stiffness in the shoulders and backpain

Reduced the job satisfaction in the employees

Other psycho-somatic illness complaints include anxiety,

fatigue or exhaustion and depression

Privacy intrusion (mails of the employee monitored by the

employer)

Low cost of quality and a low satisfaction rating Workers are always at a pressure to perform better due to

the increased feelings of evaluation


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Potential Appraisal ProblemsMany performance appraisal methods have been severely

criticized. The potential problems are as follows:

1. Lack of Objectivity2. Halo Error

3. Leniency/Strictness

4. Central Tendency

5. Recent Behavior Bias

6. Personal Bias

7. Manipulating the Evaluation

8. Ineffective organizational policies and practices


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Performance Appraisal versus Performance

ManagementIn comparing performance management and performance

appraisal, the distinction is the contrast between a year end

event the completion of the appraisal form and a process that

starts the year with performance planning and is integral to theway people are through the year.

Additionally, whilst PM is intended to establish and nurture a

constant relationship between manager and individuals, PA isbased on forms designed and developed by the HR function

which, in many occasions, are destined to be forgotten in some

remote organizations archive.


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Basic Building Blocks of Performance

ManagementThe company with an effective performance management

system will instead drive its strategic objectives right

through the organization down to the shop floor.

We can summarize performance managements basic

building blocks as follow:

1. Goal alignment

2. Ongoing performance monitoring3. Ongoing feedback


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Recommendations to improve performance

Management and Appraisal

The performance appraisal system has to be based on clearlyspecified and measurable standards and indicators. Goals have to be

consistent and mutually decided by the employee and management.Organization should follows some strategies to improve performanceManagement and Appraisal

1. 360 Degree performance appraisal method

2. Management by objectives3. Work standard approach

4. Work standard approach


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Performance Managemant & Appraisal

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