Selecting the right performance appraisal
- 1. SELECTING THE RIGHT PERFORMANCE APPRAISAL
- 2. PERFORMANCE MANAGEMENT A management practice focused on developing and implementing processes that help maximize the productivity and effectiveness of the organization and its members.
- 3. PERFORMANCE APPRAISAL The process of reviewing and evaluating the performance of individuals or teams on their work tasks
- 4. VARIOUS APPRAISAL METHODS Trait-Based Behavior-Based Knowledge/skill based Result-Based
- 5. TRAIT-BASED A trait approach to performance appraisal whereby each employee is rated according to a scale of individual characteristics.
- 6. ADVANTAGES Simple to conduct evaluation Can apply to different employee groups Communicates important traits up front Are inexpensive to develop Are easy to use
- 7. DISADVANTAGES Not job-specific Tends to be very subjective Have high potential for rating errors Are not useful for employee counseling, allocating rewards and promotion decisions
- 8. BEHAVIOR BASED Assumes that certain behaviors drive performance and measures what the position incumbent does
- 9. ADVANTAGES Can be tailored to specific jobs Helps employees understand specifically how job is to done Behaviors helps reinforce culture/values Behaviors prove the presence of the related competency Are acceptable to employees and superiors Are useful for providing feedback Are fair for reward and promotion decision
- 10. DISADVANTAGES Can be time consuming to develop/use Can be costly to develop Have some potential for rating error Behaviors may not produce desired results
- 11. KNOWLEDGE/SKILL BASED Assumes the certain knowledge /skill drive performance; measures what the position incumbent knows/applies.
- 12. ADVANTAGES Measures only the specific competencies required on each job Reinforces cross-training and flexibility
- 13. DISADVANTAGES Assumes the link between knowledge/skills and results Employee may have, but not need to use Difficult to measure diverse skills
- 14. RESULT-BASED Assumes that achievement of objectives equals performance; measures what the position incumbent achieves.
- 15. ADVANTAGES Have less subjectivity bias Are acceptable to employees and superiors Link individual to organizational performance Encourage mutual goal setting Are good for reward and promotion decisions Emphasizes results
- 16. DISADVANTAGES Are time consuming to develop/use May encourage short-term perspective May use contaminated criteria May use deficient criteria Debate between short-term and long-term emphasis Works only when specific objectives be established and measured
- 17. SOURCES OF PERFORMANCE APPRAISAL Subordinate Appraisal Appraisal of a superior by an employee, which is more appropriate for developmental than for administrative purposes. Peer Appraisal Appraisal by fellow employees, compiled into a single profile for use in an interview conducted by the employee’s manager
- 18. Customer Appraisal A performance appraisal that, like team appraisal, is based on TQM concepts and seeks evaluation from both external and internal customers Team Appraisal Based on TQM concepts, that recognizes team accomplishments rather than individual performance
- 19. THANK YOU