We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byErica Hynson
Modified over 2 years ago
Performance Management and Appraisal Myrna Gusdorf, MBA, SPHR 2009
Learning Objectives At the end of this module, students will: > Relate individual performance appraisal to the organizationwide performance management process. > Identify a variety of appraisal methods. > Explain HRs role in the performance management process. > Revise performance appraisal statements. > Practice performance appraisal interviewing techniques. > Have the skills necessary to use the performance appraisal process as a positive enhancement to employee performance. ©SHRM
Performance Management and Performance Appraisal Performance management: > Dynamic, continuous process. > Improves organizational effectiveness. > Strategic goals. Performance appraisal: > Periodic (usually annual) event. > Formal review. > Last step in performance management process. Mondy, R. (2008). Human resource management, 10 th ed. New Jersey: Pearson Prentice Hall, ©SHRM
Whos Involved? What Are Their Needs? Organization: > Information. > Documentation. Supervisor: > Documentation. > Motivation. Employee: > Feedback. > Support for career growth. > Increased compensation. ©SHRM
Performance Management Goals Communication between supervisor and employee. Feedback on performance. Documentation. Development Goals. Alignment with strategic planning goals. ©SHRM
HRs Role in Performance Management Participate in strategic planning. Conduct job analysis. Support performance management. Design appraisal system. Train and support managers. Maintain documents. Provide employee due process. Ensure integrity of the system. Ensure compliance with nondiscrimination laws. ©SHRM
Performance Management Process 1. Prerequisites. 2. Performance planning. 3. Performance execution. 4. Performance assessment. 5. Performance review. 6. Performance renewal and re-contracting. ©SHRM Planning Execution Assessment Review Renewal
1. Prerequisites Prerequisites: > Strategic planning. > Job analysis. ©SHRM
2. Performance Planning Employees must have thorough knowledge of the performance management system. Meeting between employee and manager. Set SMART goals and measurement standards: > Results. > Behavior. > Developmental plans. ©SHRM
Writing SMART Performance Objectives Practice writing SMART performance objectives: > S – Specific. > M – Measurable. > A – Attainable. > R – Realistic. > T – Timely. ©SHRM
3. Performance Execution Shared responsibility > Employee responsibility: Commitment to established goals. Communication and update with manager. > Manager responsibility: Feedback, coaching and reinforcement. Resource support. Accurate observation and documentation. ©SHRM
4. Performance Assessment and Appraisal Who should appraise? > Supervisors. > Peers and team members. > Subordinates. > 360 degree feedback. ©SHRM
What About the Employee? Should employees do self- appraisals? ©SHRM
Performance Appraisal Methods Graphic rating scale. Ranking method. Forced distribution method. Critical incident method. Essay method. BARS–behaviorally anchored rating scale. MBO–management by objectives. ©SHRM
Performance Appraisal Problems Appraiser discomfort. Strictness/leniency. Bias and lack of objectivity. Manipulating the evaluation. Halo/horns effect. Central tendency error. Recent behavior. Supervisor unable to observe behavior. ©SHRM
Writing the Appraisal Review Document Are your comments accurate and meaningful to the employee or just clichés? ©SHRM
Performance Management and Appraisal Session 2
Getting Ready for the Interview Before you start that interview, what do you need? 18 © SHRM 2009
5. Conducting the Performance Interview Explain the purpose of the interview. Discuss self-appraisal. Share ratings and explain rationale. Discuss development plans. Employee summary. Rewards discussion (if appropriate). Set follow-up meeting. Employee signature. Supervisor recap. Appeals process. ©SHRM
6. Performance Renewal and Re-Contracting Final step in performance management process. Readjust based on insight from completed process. Plan for next performance management cycle. ©SHRM
Problems With Assessment/Appraisal Tied to compensation. Employees lack motivation. Manager and employee dont agree on results. Management reluctance. No performance documentation. ©SHRM
Issues With Performance Management Legal issues. Untrained raters. Rater errors. Rater distortion. No grievance procedure. ©SHRM
Poorly Implemented PM Systems False and misleading information. Increased turnover. Wasted time and money. Damaged relationships. Decreased motivation. Job dissatisfaction. Risk of litigation. Unfair standards. ©SHRM
Performance Management Skills Communication. Coaching. Giving feedback. Empathy. Teamwork. ©SHRM
Lets Practice Your Performance Appraisal Skills ©SHRM
PERFORMANCE APPRAISALS. Performers Appraisal Learning Objectives Explain Purposes of Performance Management Identify Success Factors in Good Programs.
Appraising and Managing Performance (c) 2007 by Prentice Hall7-1 Chapter 7.
© 2008The McGraw-Hill Companies, Inc. All rights reserved. Improving Job Performance with Goals, Feedback, Rewards, and Positive Reinforcement Copyright.
CHAPTER 10 PERFORMANCE MANAGEMENT AND FEEDBACK. 10–2 Performance Management and Feedback Organizations need broader performance measures to insure that:Organizations.
1. Performance Management Objectives In this training you will learn the most effective methods to create constructive performance evaluations and how.
The Purpose of Performance Management Performance Management Cycle Roles & Responsibilities Methods of Assessment Understanding the Ratings.
Coaching & Counseling Maximizing Opportunities 2 Course Outline What Is Coaching Knowing When To Coach Steps In The Coaching Process Providing Constructive.
Copyright © 1999 Harcourt Brace & Company Canada, Ltd. Chapter 11 Performance Management Falkenberg, Stone, and Meltz Human Resource Management in Canada.
UMW Administrative and Professional Faculty Performance Planning and Appraisal System.
1 Feedback Session Supervisory Workshop Highland Community College.
Duke Performance Management Overview Spring 2005 U N I V E R S I T Y PAY & PERFORMANCE PROGRAM.
OH 7-1 Developing Employees Human Resources Management and Supervision 7 OH 7-1.
Organizational Behavior, 8e Schermerhorn, Hunt, and Osborn Prepared by Michael K. McCuddy Valparaiso University John Wiley & Sons, Inc.
munity PERFORMANCE APPRAISAL SYSTEM.
6 Chapter Managing Human Resources Copyright ©2011 Pearson Education.
© 2007 Prentice Hall Inc. All rights reserved. Human Resource Policies and Practices Chapter EIGHTEEN.
Conducting Mid-Year Reviews HR Strategy & Accountability Division March 27 & 29, 2012.
Unclassified Performance Management Process For Unclassified Administrative and Professional (Non-Teaching) Employees Summer 2011.
Performance Management Presented by Office of Human Resources Smith College February 5, 2008.
Recruitment and Selection: Hiring the Right Person Staffing Management Myrna L. Gusdorf, MBA, SPHR 2008.
Performance Management Lead 2012 Work Plan Development Performance Management Cycle Performance Evaluation Process 1.
Objectives1 OVERVIEW OF THE PERFORMANCE REVIEW AND DEVELOPMENT SYSTEM (PRDS) Prepared By The PRDS Unit.
1 Developing More-effective Leaders Using Multi-rater Feedback Systems Assessments USA & Canada
Stephen J. Porth, Ph.D. for George P. Sillup, Ph.D., M.S. CJBE Conference July 28-30, 2006 A Qualitative Exploration of the Relationship between Performance.
1 Mercer County Community College West Windsor, New Jersey April 1 & 2, No Child Left Behind Technical Assistance Developing and Implementing.
Sally Schmall, MSW President, Academy Coaching Enhancing individual and organizational performance through career coaching, leadership development and.
Performance Management at Mason. Performance Management Performance management is the process of: Defining expectations Maintaining open communication.
Performance Reviews Jennifer Hall Learning and Teaching Resources Coordinator Sandra Murtagh Human Resource Coordinator Jenny Needham Library Technician.
MBAO 6030 Human Resource Management Performance Management I HR Management MBAO 6030.
Performance Management Designing and Maintaining Effective Organizations For and With People.
© 2016 SlidePlayer.com Inc. All rights reserved.