Customer Appraisal

Team Appraisal

Peer Appraisal

Subordinate Appraisal
Who Should Appraise an Employee’s Performance?
Manager/Supervisor Appraisal

Self-Appraisal

Criterion Contamination
Developing an Effective Appraisal Program Performance Standards
Strategic Relevance

Criterion Deficiency

Reliability

Feedback Training

Establishing an Appraisal Plan

Training Appraisers
error of central
tendency
Eliminating Rater Error

forced distribution

Behavior Observation Scale (BOS)

similar-to-me error
Behaviorally Anchored Rating Scale (BARS)

Behavioral Checklist Method contrast error

Behavioral Methods
recency error
Critical Incident Method

Forced-Choice Method
Trait Methods Performance Appraisal Methods CHAPTER 8 PERFORMANCE Performance Management Systems
The process of creating a work environment in which people
Graphic Rating Scales MANAGEMENT AND THE EMPLOYEE can perform to the best their abilities,
APPRAISAL PROCESS
Mixed-Standard Scales
The result on a annual process in which a manager evaluates an
employes performance relative t requirement of his job.
Essay Method performance
appraisal
The Balanced Scorecard

Productivity Measures
Results Methods
MOTIVATION Management by Objectives

Performance Diagnosis
ABILITY

Improving Performance
Identifying Sources of Ineffective Performance step 5:formal review session conducted

Problem-Solving Interview Step 3: On going performance feedback provided during cycle

Three Types of Appraisal Interviews Appraisal Interviews Steps in the Performance Management Process
Tell-and-Sell Interview Step 1:goals set to align with higher level goals.
Express Appreciation Which Performance Appraisal Method to Use? Ongoing Performance Feedback
Tell-and-Listen Interview. Step 2:behavioral expecatation
Ask for a Self-Assessment
step 4:performance appraises by manager
Conducting the Appraisal Interview
ENVIRONMENT
Invite Participation
Step 6; HR Decision making
Minimize Criticism focal performance
appraisal an appraisal systen ub which all of organizations employess
Change the Behavior, Not the Person reviewed at the same time of year rather on the anniverasaires of
Performance Appraisal Programs their individual hire dates.
Focus on Solving Problems Administrative Purposes
Document personnel decisions
The Purposes of Performance Appraisal Promote employees
Be Supportive
Determine transfers and assignments
Establish Goals
Validate selection criteria
Meet legal requirements
Evaluate training programs/progress

Provide performance feedback

Developmental Purposes
Identify individual strengths and weakn

Help employees identify goal

Determine organizational training needs

Reinforce authority structure

Allow employees to discuss concerns

Improve communication