Lecture 6 Performance Management and Appraisal for students.pdf
- 1. Performance Appraisal and Management By: Dr. Venus Ricablanca
- 2. What is Performance Management and Appraisal? Performance Management and Appraisal
- 3. What is performance management? Performance Appraisal and Management
- 4. Performance management is a set of processes and systems aimed at developing employees, so they perform their job to the best of their ability. Performance Appraisal and Management
- 5. Performance Management as a Process What is performance management process?
- 6. performance management process The performance management process is strategic and systematic. It combines verbal and written components, which take place throughout the year, culminating in an annual performance appraisal.
- 7. performance management process The process involves the following: • Establishing clear expectations, • Setting individual objectives and goals that align with team and organizational goals, • Providing ongoing feedback, and • Evaluating results. Career decisions, including promotions, bonuses, and dismissals, are linked to the performance management process.
- 8. What is performance management goal?
- 9. The goal is to help employees build on skills that enable them to perform better in their roles, reach their potential, and boost their success while also accomplishing the strategic goals of the organization. Performance Management Goal Performance management aims to develop the skills and competencies employees need to improve performance and success in their job. In turn, these skills help the organization meet its goals.
- 10. Importance of Performance Management Why is performance management important?
- 11. Why is performance management important? If the above performance management goals are achieved, there are several benefits for both your employees and the wider organization. Importance of Performance Management
- 12. Benefits of Performance Management ✓ Future-proofing your workforce’s skills ✓ Increased employee engagement ✓ Higher employee retention ✓ Culture of feedback and trust ✓ Improved organizational performance
- 13. What are the stages of performance management?
- 14. Stages of performance management A typical performance management cycle has four key stages. 1. Planning The planning stage is dedicated to establishing performance expectations with employees. Job descriptions should clearly outline these goals to attract the right candidates.
- 15. 2. Monitoring The second stage is monitoring. During this stage, HR and managers must regularly monitor employee performance concerning the goals set and provide feedback to employees on their progress. Doing this regularly rather than annually allows issues to be highlighted and corrected sooner rather than later. Stages of performance management
- 16. 3. Developing During the developing stage, the data collected during the monitoring stage is analyzed and used to boost employee performance. Stages of performance management
- 17. 4. Rating & rewarding The final stage is rating and rewarding. Employee performance needs to be rated regularly throughout the year and during a performance review or appraisal. This helps quantify employee performance, determine the value added by each employee to the organization, and make any changes as needed. Both employees and managers should give their evaluations for 360-degree feedback. Stages of performance management
- 18. performance appraisal What is a performance appraisal?
- 19. A performance appraisal is a regularly scheduled formal process evaluating an employee’s overall performance and contribution to the company with the goal of improving that performance. It can also be referred to as the performance review, performance evaluation, or employee appraisal. Performance appraisals are a platform to provide feedback, offer a formal moment in time to evaluate job performance, and help distribute raises and bonuses among employees. performance appraisal
- 20. • Process of evaluating employee performance – job related strengths – development needs – progress toward goals – determine ways to improve performance – Pay an promotion decisions • More systematic is better, for the most part Performance Appraisal
- 21. Performance appraisal methods Performance appraisal methods There are many types of performance appraisal methods for employee evaluations. The one best suited for a company depends on the size of the company, goals, and organizational culture. Six (6) of the most common performance appraisal methods. 1. Management by Objectives (MBO) Managers and employees work together to establish objectives and goals. Periodically, they discuss progress and identify areas where the employee needs to improve.
- 22. Performance appraisal methods 2. 360-degree feedback A 360-degree feedback involves receiving performance ratings and feedback from coworkers, managers, vendors, and even customers. Managers then use this information to assess employee performance. 3. Peer review The peer review method relies on the feedback of fellow coworkers to measure performance. Team members who work closely with the employee and know their strengths and weaknesses usually provide the feedback.
- 23. Performance appraisal methods 4. Behaviorally Anchored Rating Scale (BARS) The Behaviorally Anchored Rating Scale (BARS) method uses a predefined set of performance standards with specific behaviors describing each level of performance. Employee performance is then rated compared to the standards. 5. Graphic Rating Scale The Graphic Rating Scale method uses a list of desired behaviors for each role and rates employees on each trait. Examples of traits include teamwork, time management, accountability, and job skills.
- 24. Who Appraises Performance? Supervisors Peers Customers & Clients Subordinates Self Sources of performance appraisals
- 25. Purpose of Performance Appraisals When conducted properly, appraisals serve that purpose by: (1)showing employees how to improve their performance, (2)setting goals for employees, and (3)helping managers to assess subordinates' effectiveness and take actions related to hiring, promotions, demotions, training, compensation, job design, transfers, and terminations.
- 26. Example of Performance issues Performance issues in the workplace are common. Examples of performance issues include: ✓ constant tardiness, ✓ too much time at work, ✓ handling personal issues, ✓ mishandling of proprietary information, ✓ family issues, ✓ drug and alcohol problems, ✓ nonperformance, ✓ theft, and ✓ conflicts in the workplace.
- 27. THANK YOU!