1. Human Resource Management Lecture-26

2. Performance Appraisal  The ongoing process of evaluating and managing both the behavior and outcomes in the workplace.  Its goal is to provide an accurate picture of past and / or future employee performance.  To achieve this, performance standards are established.

3. Organization... WHY is performance measured? (use)WHY is performance measured? (use) WHAT is measured? (criteria)WHAT is measured? (criteria) HOW is it measured?HOW is it measured? WHO measures performance?WHO measures performance? WHEN is it measured? (timing)WHEN is it measured? (timing) WHY is performance measured? (use)WHY is performance measured? (use) WHAT is measured? (criteria)WHAT is measured? (criteria) HOW is it measured?HOW is it measured? WHO measures performance?WHO measures performance? WHEN is it measured? (timing)WHEN is it measured? (timing)

4. Objectives of Performance Appraisal Evaluation Developmental

5. Evaluating Objectives  Staffing decisions  Compensation decisions  Evaluate selection system

6. Developmental Objectives  Performance feedback.  Decision for future performance.  Identify training & development needs.

7. What to evaluate?  Traits  Behaviors  Task Outcomes

8. Performance Standards  Expected levels of performance  Benchmarks  Goals  Targets  Should relate back to the job description details

9. Characteristics of Well-defined Standards  Realistic  Measurable  Clearly understood

10. Appraisal process  Determine performance requirements.  Choose an appropriate appraisal method.  Train supervisors.

11.  Discuss methods with employees.  Appraise according to Job standards.  Discuss appraisal with employees.  Determine future performance goals.

12. Performance Appraisal methods  Rating Scales  Graphic Scales  Comparative Methods  Ranking  Forced Distribution  Paired Comparison

13.  Critical Incidents  Annual Review  Checklist  Behaviorally Anchored Rating Scale (BARS)  Essay  MBO  Combination Methods

14. Graphic Rating Scale 1(Low) 2 3 4 5 6 7 (High) Quantity of Work X

15. Simple Ranking 1. Aziz Ahmad 2. Summer Abbas 3. Arshad Butt 4. Hamid Ali

16. Forced Distribution on a Bell- Shaped Curve

17. Forced Distribution Lowest Next Lowest Middle Next Highest 10% 20% 40% 20% 10% 10% 20% 40% 20% 10% 5 10 20 10 5 employees employees employees employees employees 5 10 20 10 5 employees employees employees employees employees

18. BARS Dimension: Quality of Group Member Input Effective Ineffective Group member has read all agreed-upon material Group member participates in discussions, though not always prepared Group member does little work and offers no valuable ideas or feedback 5 4 3 2 1

19. Management-By-Objectives Goal Setting Planning Evaluation

20. Model of the MBO Process

21. Step 1: Setting Goals Step 2: Developing Action Plans Step 3: Reviewing Progress Corporate Strategic Goals Departmental Goals Individual Goals Step 4: Appraising Overall Performance Appraisal of Overall Performance Corrective Action Review Progress Action Plans

22. Be Supportive Follow Up Day by Day Establish Goals Focus on Problem Solving Minimize Criticism Invite Participation Express Appreciation Ask for Self- Assessment Change the Behavior, not the Person Appraisal Interviews

23. Who Should Do the Rating?  Supervisors  Peer Evaluation  Customer/Clie nt Evaluation  Self Rating  Reverse Appraisal  Team Appraisal  Multiple (360)

24. Supervisor Subordinates Peers Team Customers Self

25. superiors subordinates peers customers self-rating outside observers employee 360 Degree Feedback

26. Common Rater Errors in PA’s  Supervisory Bias  Halo Effect  Central Tendency  Leniency  Strictness  Recency  Overall Rating