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Performance Management PPT SL Edit Bs
Performance Management PPT SL Edit Bs
SHRM 2009 2
Performance Management and Performance Appraisal
Performance management:
> Dynamic, continuous process.
> Improves organizational effectiveness.
> Strategic goals.
Performance appraisal:
> Periodic (usually annual) event.
> Formal review.
> Last step in performance management process.
SHRM 2009 3
Whos Involved? What Are Their Needs?
Organization:
> Information.
> Documentation.
Supervisor:
> Documentation.
> Motivation.
Employee:
> Feedback.
> Support for career growth.
> Increased compensation.
SHRM 2009 4
Performance Management Goals
SHRM 2009 5
HRs Role in Performance Management
SHRM 2009 6
Performance Management Process
1. Prerequisites.
2. Performance planning.
3. Performance execution.
4. Performance assessment.
5. Performance review.
6. Performance renewal and re-contracting.
Planning
Renewal Execution
Review Assessment
SHRM 2009 7
1. Prerequisites
Prerequisites:
> Strategic planning.
> Job analysis.
SHRM 2009 8
2. Performance Planning
SHRM 2009 9
Writing SMART Performance Objectives
SHRM 2009 10
3. Performance Execution
Shared responsibility
> Employee responsibility:
Commitment to established goals.
Communication and update with manager.
> Manager responsibility:
Feedback, coaching and reinforcement.
Resource support.
Accurate observation and documentation.
SHRM 2009 11
4. Performance Assessment and Appraisal
SHRM 2009 12
What About the Employee?
SHRM 2009 13
Performance Appraisal Methods
SHRM 2009 14
Performance Appraisal Problems
Appraiser discomfort.
Strictness/leniency.
Bias and lack of objectivity.
Manipulating the evaluation.
Halo/horns effect.
Central tendency error.
Recent behavior.
Supervisor unable to observe behavior.
SHRM 2009 15
Writing the Appraisal Review Document
SHRM 2009 16
Performance Management and Appraisal
Session 2
Getting Ready for the Interview
SHRM 2009
18
5. Conducting the Performance Interview
SHRM 2009 19
6. Performance Renewal and Re-Contracting
SHRM 2009 20
Problems With Assessment/Appraisal
Tied to compensation.
Employees lack motivation.
Manager and employee dont agree on results.
Management reluctance.
No performance documentation.
SHRM 2009 21
Issues With Performance Management
Legal issues.
Untrained raters.
Rater errors.
Rater distortion.
No grievance procedure.
SHRM 2009 22
Poorly Implemented PM Systems
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Performance Management Skills
Communication.
Coaching.
Giving feedback.
Empathy.
Teamwork.
SHRM 2009 24
Lets Practice Your Performance Appraisal Skills
SHRM 2009 25