Human Resource Management Fifteenth Edition Chapter 9 Performance

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Human Resource Management Fifteenth Edition Chapter 9 Performance Management and Appraisal Copyright © 2017,

Human Resource Management Fifteenth Edition Chapter 9 Performance Management and Appraisal Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Learning Objectives (1 of 2) 9 -1. Describe the performance appraisal process. 9 -2.

Learning Objectives (1 of 2) 9 -1. Describe the performance appraisal process. 9 -2. Define the pros and cons of at least eight performance appraisal methods. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Learning Objectives (2 of 2) 9 -3. Give examples of potential appraisal problems and

Learning Objectives (2 of 2) 9 -3. Give examples of potential appraisal problems and how to deal with them. 9 -4. List steps to take in the appraisal interview. 9 -5. Explain key points in how to use the appraisal interview to boost employee engagement. 9 -6. Explain how you would take a performance management approach to appraisal. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

I. Describe the appraisal process. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All

I. Describe the appraisal process. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Basics of Performance Appraisal • The performance appraisal process steps 1. Sets work standards

Basics of Performance Appraisal • The performance appraisal process steps 1. Sets work standards 2. Assesses performance 3. Provides feedback to the employee Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Why Appraise Performance? Five reasons: 1. Used for pay, promotion, and retention decisions 2.

Why Appraise Performance? Five reasons: 1. Used for pay, promotion, and retention decisions 2. Links performance management to company goals 3. The manager can correct deficiencies and reinforce strengths 4. With appraisals employee’s can review career plans 5. Training needs are identified Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Defining the Employee’s Goals and Performance Standards 1. Goals 2. Job dimensions or Traits

Defining the Employee’s Goals and Performance Standards 1. Goals 2. Job dimensions or Traits 3. Behaviors or Competencies Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Improving Performance: HR as a Profit Center Setting Performance Goals at Ball Corporation Let’s

Improving Performance: HR as a Profit Center Setting Performance Goals at Ball Corporation Let’s talk about it… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Improving Performance: HR Tools for Line Managers and Small Businesses How to set Effective

Improving Performance: HR Tools for Line Managers and Small Businesses How to set Effective Goals Let’s talk about it… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Who Should Do the Appraising? 1. Peer Appraisals 2. Rating Committees 3. Self Ratings

Who Should Do the Appraising? 1. Peer Appraisals 2. Rating Committees 3. Self Ratings 4. Appraisal by Subordinates 5. 360 -Degree Feedback Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

II. Discuss the pros and cons of at least eight performance appraisal methods. Copyright

II. Discuss the pros and cons of at least eight performance appraisal methods. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Techniques for Appraising Performance (1 of 2) 1. Graphic Rating Scale 2. Alternation Ranking

Techniques for Appraising Performance (1 of 2) 1. Graphic Rating Scale 2. Alternation Ranking 3. Paired Comparison 4. Forced Distribution 5. Critical Incident Method Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Techniques for Appraising Performance (2 of 2) 6. Narrative Forms 7. Behavior Anchored Rating

Techniques for Appraising Performance (2 of 2) 6. Narrative Forms 7. Behavior Anchored Rating Scale 8. Mixed Standards Scales 9. Management by Objectives (MBO) Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Computerized and Web-Based Performance Appraisal Many employers today make use of computerized or online

Computerized and Web-Based Performance Appraisal Many employers today make use of computerized or online appraisals for evaluating employee performance. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Electronic Performance Monitoring Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Electronic Performance Monitoring Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Additional Techniques • Conversation Days • Appraisal in Practice Copyright © 2017, 2015, 2013

Additional Techniques • Conversation Days • Appraisal in Practice Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Trends Shaping HR: Customized Talent Management Appraisal Methods being Customized Let’s take a look…

Trends Shaping HR: Customized Talent Management Appraisal Methods being Customized Let’s take a look… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Improving Performance: The Strategic Context TRW’s New Global Performance Appraisal / Management System Let’s

Improving Performance: The Strategic Context TRW’s New Global Performance Appraisal / Management System Let’s take a look… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

III. Give examples of potential appraisal problems and how to deal with them. Copyright

III. Give examples of potential appraisal problems and how to deal with them. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Dealing with Rater Error Appraisal Problems • Potential appraisal problems ‒ Unclear standards ‒

Dealing with Rater Error Appraisal Problems • Potential appraisal problems ‒ Unclear standards ‒ Halo Effect ‒ Central Tendency ‒ Leniency or Strictness ‒ Recency Effects Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Diversity Counts The Problem of Bias Copyright © 2017, 2015, 2013 Pearson Education, Inc.

Diversity Counts The Problem of Bias Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Need for Fairness (1 of 4) Figure 9 -10 Checklist of Best Practices

The Need for Fairness (1 of 4) Figure 9 -10 Checklist of Best Practices for Administering Fair Performance Appraisals • Base the performance review on duties and standards from a job analysis. • Try to base the performance review on observable job behaviors or objective performance data. • Make it clear ahead of time what your performance expectations are. • Use a standardized performance review procedure for all employees. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Need for Fairness (2 of 4) • Make sure whoever conducts the reviews

The Need for Fairness (2 of 4) • Make sure whoever conducts the reviews has frequent opportunities to observe the employee’s job performance. • Either use multiple raters or have the rater’s supervisor evaluate the appraisal results. • Include an appeals mechanism. • Document the appraisal review process and results. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Need for Fairness (3 of 4) • Discuss the appraisal results with the

The Need for Fairness (3 of 4) • Discuss the appraisal results with the employee. • Let the employees know ahead of time how you’re going to conduct the reviews. • Let the employee provide input regarding your assessment of him or her. • Indicate what the employee needs to do to improve. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Need for Fairness (4 of 4) • Train the supervisors who will be

The Need for Fairness (4 of 4) • Train the supervisors who will be doing the appraisals. Make sure they understand the procedure to use, how problems (like leniency and strictness) arise, and how to deal with them. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Know Your Employment Law Appraising Performance Let’s take a look… Copyright © 2017, 2015,

Know Your Employment Law Appraising Performance Let’s take a look… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

IV. List steps to take in the appraisal interview. Copyright © 2017, 2015, 2013

IV. List steps to take in the appraisal interview. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Managing the Appraisal Interview • Appraisal Interview – an interview in which the supervisor

Managing the Appraisal Interview • Appraisal Interview – an interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

How to Conduct the Appraisal Interview • Prepare • Plan • Measure Success •

How to Conduct the Appraisal Interview • Prepare • Plan • Measure Success • Date to Complete • Coach Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Guidelines to Conducting the Appraisal Interview • Objective data • Don’t get personal •

Guidelines to Conducting the Appraisal Interview • Objective data • Don’t get personal • Encouragement • Agreement Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

How to Handle a Defensive Subordinate • Recognize behavior • Never Attack defenses •

How to Handle a Defensive Subordinate • Recognize behavior • Never Attack defenses • Postpone Action • Recognize Limitations Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

How to Criticize a Subordinate Copyright © 2017, 2015, 2013 Pearson Education, Inc. All

How to Criticize a Subordinate Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

How to Handle a Formal Written Warning Copyright © 2017, 2015, 2013 Pearson Education,

How to Handle a Formal Written Warning Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

V. Explain key points in how to use the appraisal interview to boost employee

V. Explain key points in how to use the appraisal interview to boost employee engagement. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Employee Engagement Guide for Managers • Use the Appraisal Interview to Build Engagement Copyright

Employee Engagement Guide for Managers • Use the Appraisal Interview to Build Engagement Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

VI. Explain how you would take a performance management approach to appraisal. Copyright ©

VI. Explain how you would take a performance management approach to appraisal. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Performance Management • Performance Management – is the continuous process of identifying, measuring, and

Performance Management • Performance Management – is the continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goals. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Total Quality Management and Performance Appraisal • Cease Dependence • Continuous Improvement • Extensive

Total Quality Management and Performance Appraisal • Cease Dependence • Continuous Improvement • Extensive Training • Drive out Fear • Remove Barriers • Self Improvement Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

What is Performance Management? Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights

What is Performance Management? Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Trends Shaping HR: Digital and Social Media Digital Technology use in Performance Management Let’s

Trends Shaping HR: Digital and Social Media Digital Technology use in Performance Management Let’s take a look… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Improving Performance: HR Practices Around the Globe Performance Management at General Dynamic Armament Systems

Improving Performance: HR Practices Around the Globe Performance Management at General Dynamic Armament Systems (GDAS) Let’s talk about it… Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Managers Role in Performance Management Copyright © 2017, 2015, 2013 Pearson Education, Inc.

The Managers Role in Performance Management Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Chapter 9 Review What you should now know…. Copyright © 2017, 2015, 2013 Pearson

Chapter 9 Review What you should now know…. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved