Human Resource Management Fifteenth Edition Chapter 9 Performance
- Slides: 44
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. 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 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 Rights Reserved
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. 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 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 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 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 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 © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
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 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 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
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… 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 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 © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
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. All Rights Reserved
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 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 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 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, 2013 Pearson Education, Inc. All Rights Reserved
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 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 • 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 • Encouragement • Agreement Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
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 Rights Reserved
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 engagement. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
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 © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
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 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 Reserved
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 (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. All Rights Reserved
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
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