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2023 MBAZG511 - Lecture 14 Performance Appraisal
2023 MBAZG511 - Lecture 14 Performance Appraisal
Performance Performance
Job Analysis
Standards Appraisal
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Human resource planning - Data must be available to identify those who have the
potential to be promoted
Recruitment and selection - May be helpful in predicting the performance of job
applicants
Training and development - Point out an employee’s specific needs for training and
development
Career planning and development - Essential in assessing an employee’s strengths
and weaknesses and in determining the person’s potential
Compensation programs - Provide a basis for rational decisions regarding pay
adjustments
Internal employee relations - Used for decisions in several areas of internal employee
relations, including promotion, demotion, termination, layoff, and transfer
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Salary
Promotion
Retention or termination
Administrative Uses/Decisions Recognition of individual performance
Lay-offs
Identification of poor performers
HR planning
Determining organisation training needs
Evaluation of organisational goal achievement
Organisational Maintenance/Objectives Information for goal identification
Evaluation of HR systems
Reinforcement of organisational development
Source: Cynthia D. Fisher, et al. Human resource management, Houghton Mifflin, 1997, p.455 6
Improving performance
Making correct decisions
Ensuring Legal compliance
Minimizing job dissatisfaction and turnover
Consistency between organization strategy and behavior
Organizational strategy and Performance appraisal
Appraise Performance
Performance Interview
Formal
Vs
Informal Whose
What
Performance
Methods?
?
What to What
Evaluate? Problems?
How to
solve?
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MMZG 511 BITS Pilani- Pilani Campus
Who are the Raters? (Appraiser)
Immediate Supervisor
Appraisal by Subordinates
Customers
Leniency
or Severity
Status Central
Effect Tendency
Halo
Spillover
Error
effect
Appraisal
Design
Rater
Performance Effect
dimension
behavior
Primacy
&
Recency
Others
Perceptual
Set
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MMZG 511 BITS Pilani- Pilani Campus
What should be rated? (measuring criteria)
Rating Scales
Cost
Accounting Checklists
Essay
Critical
Field Review Incident
BARS
Psychological Past-oriented
Appraisals
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• Annual
• Semi annual
• Quarterly
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Essay
• Brief narrative describing performance
• Tends to focus on extreme behavior
• Depends heavily on evaluator's writing ability
• Comparing essay evaluations might be difficult
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Note: + means “better than.” − means “worse than.” For each chart, add up the number of
1’s in each column to get the highest-ranked employee.
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Critical Incidents
• Written records of highly favorable and unfavorable work actions
• Appraisal more likely to cover entire evaluation period
• Does not focus on last few weeks or months
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Jointly Set Objectives Develop Action Plans Review Objectives and Give Rewards for
to Achieve Objectives Provide Feedback Achieved Objectives
Specific objectives
collaboratively set
with employees
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Individual traits
Behaviors exhibited by assessees
Knowledge/skills possessed
Results acheived
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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.
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Talk in terms of
Don’t get Encourage the Get
objective work
personal person to talk agreement
data
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Parameters Wipro
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