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PERFORMANCE APPRAISALS
Chapter Objectives
After studying this chapter, you should be able to:
Define performance appraisal.
Identify the uses of performance appraisal.
Discuss performance appraisal environmental factors.
used.
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I. What is performance
appraisal?
After an employee has been selected for a
job, has been trained to do, and has work on
its for a period of time, his or her performance
should be reviewed.
Performance appraisal is the process of
evaluation how well employees do their jobs
compared with a set of standards and
communicating that information to employees.
Compensation
administration
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Feedback for
development
Other
administrative
,
decision
1) Compensation administration
A Performance appraisal system is link
between the reward that employee hope to
receive and his or her productivity.
The linkage can be thought of as:
Productivity
Performance
Appraisal
Reward
developmental use.
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2) Internal environment
Factors within internal environment,
such as type of corporate culture.
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Identify Specific
Performance Appraisal
Goals
Establish Performance
Criteria (Standards) and
Communicate Them To
Employees
Examine Work Performed
Appraise the Results
Discuss Appraisal with
Employee
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2) Informal PA:
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VI. PA responsibilities:
1) HR Department:
Designing, maintaining & establishing formal
report system.
Making sure reports are on time
Training ratters
2) Managers:
Rating actual performance of employees
Making formal reports
Review appraisals of employees
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VII. Timing of PA
n
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3) Peer ratings:
Use a group of peer as raters to
evaluate another employees.
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6) Outsider rating:
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a)
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What is MBO ?
a)
a)
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b) MBO Approaches:
Bottom-Up: performance goals are set first at the
working unit, based on what workers &
supervisors can achieve.
Top-Down:
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c) MBO Process:
Developing overall company's goals/ strategic
goals set by top managers.
Establishing specific goals to various
departments and individuals.
Formulating action plans:
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