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HRM ChAPTER 4
HRM ChAPTER 4
HRM ChAPTER 4
Chapter 4
Performance
Management and
Appraisal
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Learning Objectives
4.1 Describe performance management, the performance
appraisal, and the performance appraisal process.
4.2 Explain the uses of performance appraisal and
performance criteria.
4.3 Describe the choice of various performance appraisal
methods.
4.4 Assess the effectiveness and limitations of performance
appraisal practices.
4.5 Explain how to conduct the appraisal interview.
4.6 Summarize key trends in performance appraisal practice.
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Performance Appraisal
• Formal system of review and evaluation of individual or
team task performance
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Trait Systems
• Evaluate employees based on traits (for example):
– Quality of work
– Dependability
• Limitations (e.g., traits represent a predisposition for
behavior, but not behavior itself)
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Comparison Systems
• Evaluate an employee’s performance against that of
another
• Employees ranked from the best performer to the poorest
performer
– Forced distribution: stacked rating system
– Paired comparison: variation of ranking system
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Use the following guidelines for rating performance. On the basis of the
five duties listed in the job description for animal keeper, the employee’s
performance is characterized as:
• Poor if the incumbent performs only one of the duties well.
• Below average if the incumbent performs only two of the duties well.
• Average if the incumbent performs only three of the duties well.
• Above average if the incumbent performs only four of the duties well.
• Superior if the incumbent performs all five of the duties well.
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Behavioral Systems
• Rates extent to which employees display successful job
performance behaviors
• Three types:
– Critical Incident Technique (CIT)
– Behaviorally Anchored Rating Scales (BARS)
– Behavioral Observation Scale (BOS)
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Results-Based Systems
• Focuses on measurable outcomes such as sales, accident
rates, and productivity
– Management by objective (MBO)
– Work standards method
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Legal Implications
• Employee lawsuits may result from negative evaluations
• Unlikely that any appraisal system will be immune to legal
challenge
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Appraisal Interview
• Achilles heel of entire evaluation process
• Scheduling interview
• Interview structure
• Use of praise and criticism
• Employee’s role
• Concluding interview
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