This document discusses performance appraisals and their purposes, methods for conducting appraisals, and how appraisals inform employment decisions. It outlines 5 purposes of performance appraisals including influencing employee performance, determining pay increases, planning goals, and assessing promotional potential. It then describes 7 methods for appraising performance such as rating scales, essays, management by objectives, and checklists. Finally, it lists 4 types of employment decisions like monetary rewards, promotion, transfer, and demotion that can result from performance appraisals.
This document discusses performance appraisals and their purposes, methods for conducting appraisals, and how appraisals inform employment decisions. It outlines 5 purposes of performance appraisals including influencing employee performance, determining pay increases, planning goals, and assessing promotional potential. It then describes 7 methods for appraising performance such as rating scales, essays, management by objectives, and checklists. Finally, it lists 4 types of employment decisions like monetary rewards, promotion, transfer, and demotion that can result from performance appraisals.
This document discusses performance appraisals and their purposes, methods for conducting appraisals, and how appraisals inform employment decisions. It outlines 5 purposes of performance appraisals including influencing employee performance, determining pay increases, planning goals, and assessing promotional potential. It then describes 7 methods for appraising performance such as rating scales, essays, management by objectives, and checklists. Finally, it lists 4 types of employment decisions like monetary rewards, promotion, transfer, and demotion that can result from performance appraisals.
This document discusses performance appraisals and their purposes, methods for conducting appraisals, and how appraisals inform employment decisions. It outlines 5 purposes of performance appraisals including influencing employee performance, determining pay increases, planning goals, and assessing promotional potential. It then describes 7 methods for appraising performance such as rating scales, essays, management by objectives, and checklists. Finally, it lists 4 types of employment decisions like monetary rewards, promotion, transfer, and demotion that can result from performance appraisals.
1. To influence, in a positive manner, employee performance and development;
2. To determine merit pay
increases; 3. To plan for future performance goals;
4. To determine training and
development needs and
5. To assess the promotional
potential of employees. Ways of Appraising Performance 1. Rating Scale Method – each trait or characteristic is to be rated is represented by a line or scale on which the rate indicates the degree to which the individual possesses the trait or characteristic
2. Essay Method – where the
evaluator composes statements that best describe the person evaluated. 3. Management by objectives method – where specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member. Individuals are, then, evaluated on the basis of how well they have achieved the results specified by the goals.
4. Assessment center method –
where one is evaluated by persons other than the immediate superior. This method is used for evaluating managers. 5. Checklist method – where the evaluator checks statements on a list that are deemed to characterize an employee’s behavior or performance.
6. Work standards method – where
standards are set for the realistic worker output and later on used in evaluating the performance of non-managerial employees. 7. Ranking method – where each evaluator arranges employees in rank order from the best to the poorest.
8. Critical-incident method – where
the evaluator recalls and writes down specific (but critical) incidents that indicate the employee’s performance. A critical incident occurs when employee’s behavior results in an unusual success or failure on some parts of the job. Employment Decisions 1. Monetary rewards – these are given to employees whose performance is at par or above stand requirements.
2. Promotion – this refers to a movement
by a person into a position of higher pay and greater responsibilities and which is given as a reward for competence and ambition
3. Transfer – movement of a person to a
different job at the same or similar level of responsibility in the organization.
4. Demotion – movement from one position
to another which has less pay or responsibility attached to it. Separation Voluntary