Matakuliah: J0124/Manajemen Sumber Daya Manusia Tahun: 2007/2008 MODUL 15 Performance Management & Appraisal

Bina Nusantara Learning Outcomes After studying this chapter, the students should be able to : Distinguish between job criteria & performance standard Identify the two major uses of P.A Explain the methods of P.A Provide example of the rater errors in P.A

Bina Nusantara Outline identifying & measuring employee performance The uses of P.A Who conduct the appraisals P.A methods - rating methods - comparative methods - narrative methods

Bina Nusantara - behavioral/objectives methods - MBP - Combinations method Rater errors in P.A

Bina Nusantara Identifying & Measuring Employee Performance Elements of employees performance Types of performance information Potential performance criteria problems

Bina Nusantara The Uses of Performance Appraisal Performance appraisal Administrative uses Compensation Promotion Dismissal Downsizing layoffs Development uses Identifying strengths Identifying area for growth Development planning Coaching & career planning

Bina Nusantara Who conducts appraisals ? Supervisory rating of subordinates Employee rating of managers Peer ratings Self-ratings Outside raters 360-degree feedback

Bina Nusantara P.A Methods Category rating methods Comparative methods Narrative methods Behavioral/objectives methods MBO Combination methods

Bina Nusantara Potential Errors in P.A Varying standards Halo effect Leniency Strictness bias Central tendency Recency effect

Bina Nusantara Rater bias Contrast error Similar to/different from me Sampling error

Bina Nusantara Closing Define performance standard & job criteria Performance appraisal is useful for administrative & development purpose Appraisal may conduct by superiors, employees, team, outsiders or combination There are 4 types of appraisal methods There are the potential errors in P.A