Performance Management and Appraisal
After studying this chapter, you should be able to:
1. Evaluate and improve the appraisal form in Figure 9–1. 2. Describe the appraisal process.
3. Develop, evaluate, and administer at least four performance appraisal tools. 4. Explain and illustrate the problems to avoid in appraising performance. 5. List and discuss the pros and cons of six appraisal methods. 6. Perform an effective appraisal interview.
7. Discuss the pros and cons of using different raters to appraise a person’s performance.
Basic Concepts in Performance
Management and Appraisal
Why Performance Management?
Defining the Employee’s Goals and Work Standards
Appraising Performance: Problems and Solutions
Problems and Solutions (cont’d)
Who Should Do the Appraising?
The Appraisal Interview
The Appraisal Interview (cont’d)
graphic rating scale
alternation ranking method
paired comparison method
forced distribution method
critical incident method
behaviorally anchored rating scale (BARS)
management by objectives (MBO)
electronic performance monitoring (EPM)
Performance Appraisal and
An integrated approach to ensuring that an employee’s performance supports and contributes to the organization’s strategic aims.
Setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance.
The Performance Management Approach
Guidelines for Effective Goal Setting
Assign Challenging but Doable Goals
Assign Measurable Goals
Assign Specific Goals
Conflict with subordinates over objectives
Problems with MBO
Potential Rating Scale Appraisal Problems
Leniency or Strictness
How to Avoid Appraisal Problems
Use the Right Tool
Control Outside Influences
Types of Appraisal
Guidelines for Conducting
Encourage the person to talk.
Don’t get personal.
Don’t tiptoe around.
Talk in terms of objective work data.
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