The End of the Performance

Appraisal?
Universitas Muhammadiyah
Surakarta

Choirul Anam
B100112006

What Is Performance?
how well employees performed the tasks
listed on a job description
Task performance: The combination of effectiveness and
efficiency at doing your core job tasks.
Citizenship: Actions that contribute to the psychological
environment of the organization, such as helping others
when not required
Counterproductivity: Actions that actively damage the
organization, including stealing, behaving aggressively
toward co-workers, or being late or absent

Purposes of Performance
Evaluation
Human resource decisions about promotions,
transfers, and terminations.
Identify training and development needs.
Pinpoint employee skills and competencies for
which remedial programs can be developed.
Provide feedback to employees on how the
organization views their performance and are often
the basis for reward allocations, including merit
pay increases.

What Do We Evaluate?
Individual Task Outcomes: Evaluate an employees
task on outcomes
Behavior: Might be evaluated on promptness in
submitting monthly reports or leadership style, and a
salesperson on average number of contact calls made
per day or sick days used per year.
Traits:

Who Should Do the Evaluating?

Methods of Performance
Evaluation
Written Essays: write a narrative describing an employees
strengths, weaknesses, past performance, potential, and
suggestions for improvement.
Critical Incident: focus the evaluators attention on the
difference between executing a job effectively and executing
it ineffectively.
Graphic Rating Scales: The evaluator goes through a set of
performance factors such as quantity and quality of work,
depth of knowledge, cooperation, attendance, and initiative,
and rates each on incremental scales.

Behaviorally Anchored Rating Scales (BARS): Scales that

combine major elements from the critical incident and graphic
rating scale approaches. The appraiser rates the employees
based
on items along a continuum, but the points are examples of
actual behavior on the given job rather than general descriptions
or traits.
Forced Comparison: Method of performance evaluation
where an employees performance is made in explicit
comparison to others (e.g., an employee may rank third out of
10 employees in her work unit.
Group Order Ranking: An evaluation method that places
employees into a particular classification, such as quartiles.
Individual Ranking: An evaluation method that rank-orders
employees from best to worst.

Suggestions for Improving Performance Evaluations

Use Multiple Evaluators: As the number of evaluators

increases, the probability of attaining more accurate
information increases, as does the likelihood that the employee
will accept the feedback as valid.
Evaluate Selectively: To increase agreement among them,
appraisers should evaluate only where they have some expertise
Train Evaluators: If you cant find good evaluators, make
them. Training evaluators can produce more accurate raters

 Provide Employees with Due Process applied increase the

perception that employees are being treated fairly. Three
features characterize due process systems: (1) Individuals are
provided with adequate notice of what is expected of them; (2)
all evidence relevant to a proposed violation is aired in a fair
hearing so the individuals affected can respond; and (3) the
final decision is based on the evidence and free of bias.

Have you ever been through a performance

appraisal? Do the reactions to appraisal
systems described here match your
experience? Why or why not?

Yes, I think so,I agree that

performance appraisal is not
accurately reflect their
performance. Because in my
experience as a student, the
performance appraisal is an IP,
student can get high IP because
they can do the exam very well.
Whereas in fact some student
pass they exam by cheating.

What are some potential advantages of

providing employees with more regular
developmental feedback than an annual
meeting?

The employees can be directly

trained or improve their skill when
doing ineffective task, without
waiting annual meeting

Are there potential drawbacks to eliminating

conventional performance appraisal systems?
What systems would need to be put in place to
replace formal appraisals?

The performance appraisal weakness is leading

employees to spend much of their time
ingratiating themselves with the boss rather
than doing their jobs. Moreover, appraisals put
the focus on individual performance rather
than on the performance of whole teams.
By rates employees on how well they embody
the companys core values. Then ratings used
for disciplinary actions or promotions, though
employees who get low scores are invited to
take developmental classes to improve the fit
between their behavior and the company
culture. Develop performance management
software that automates and streamlines a
more continuous performance review, allowing
employees to track their performance in real
time.

Would you feel comfortable providing others

with performance feedback? What are some of
the possible reasons managers often prefer not
to give employees critiques of their
performance?

NO
managers fear confrontation when
presenting negative feedback. Second,
many employees do tend to become
defensive when their weaknesses are
pointed out. Instead of accepting the
feedback as constructive and a basis for
improving performance, some criticize
the manager or redirect blame to
someone else. Finally, employees tend
to have an inflated assessment of their
own performance.