1、Session 10Performance AppraisalChapter 3./HR-Solutions-ChallengeJuly 2021 WinnerWhat advice do you have for a recent college graduate who wants to breakinto HR? So many entry-level jobsrequire HR experience. How can a new graduate gain experience?Job Note.Learning Objectives Identify the val

2、ue of performanceevaluations Responsibilities in a performanceappraisal system Examine types of performance appraisal systems Performance appraisal observations Identify types of rater errors.Value of Performance Evaluations Motivate employees to perform better Help employees identify ways in whicht

3、hey can develop and grow Improve the respect employees have fortheir managers Foster good communications betweenmanager and employee Identify poor performers and guide themback on track Documenting poor performance as atool to lawfully and fairly terminateemployment if performance doesntimprove(If d

4、one properly).The Company Creates strategic plan Provides support & resourcesThe Manager Identifies job requirements Observes & documents employee performance Provides ongoing feedback to the employee Provides support & resourcesManager & Employeetogether Identify job goals Create action plans for m

5、eeting goals Engage in ongoing dialogue about performanceThe Employee Listens to & acts on feedback from the manager Performs by meeting requirements & goals Provides feedback about the work environmentResponsibilities in a PerformanceAppraisal System.Managers PerspectiveOn Performance Appraisals To

6、o much paperwork Uncomfortable role differentiating performance Dealing with poor performersWhat are we really trying to determine? Differences in performance between employees How much to pay employees Improve employee performance Monitor progress against goals.Generally Accepted PurposesOf Perform

7、ance Appraisals Administrative Employee Growth & Development Legal ReasonsConflictAdministrative Need to differentiate between individuals Tied to pay increases EmployeeDevelopment Improve performance.HRs Role in the PerformanceAppraisal Process DevelopmentFulfill its role of optimizing theutilizati

8、on of personnel withinthe organization AdministrativeDeveloping systems and processes to support the achievement of strategic business goals.Bayers Performance Appraisal System.Performance Appraisal Systems Trait systems Comparison systems Behavioral systems Goal-oriented systems.Trait Systems Chara

9、cteristicsTrait systems Raters evaluate each employees traits or characteristics.Quality of workJudgmentQuantity of workLeadership responsibilityDependabilityDecision-making abilityCooperationCreativityInitiative.Trait Appraisal Example.Comparison systems Employees performance evaluated against the

10、performance of other employees. Rates and ranks performance TypesForced distributionPaired comparisonsComparison Systems .Forced Distribution Example.Paired Comparison Example.Behavioral SystemsBehavioral systemsRate employees on the extent to which they display successful job performance behaviors.

11、 Types: Critical-incident technique (CIT) Behaviorally-anchored rating scales (BARS) Behavioral observation scales (BOS).Critical Incident Technique (CIT) Employees and supervisors identify and label job behaviors and results Supervisors observe and record Requires extensive documentationCriticalInc

12、idents Example.Behaviorally-Anchored Rating Scales (BARS)Based on 810 expected job behaviors Employees rated on ability to perform each behavior Ratings highly defensibleEncourages all raters to make evaluations in similar waysBehaviorally-Anchored Example.Behavioral Observation Scales (BOS) Documen

13、ts positive performance behaviors on job dimensions Employees rated on exhibited behaviors Ratings averaged for overall rating BOSExample.Goal-oriented SystemsGoal-oriented systems Typically used to evaluate employees progress toward strategic planning objectives.Management-by-Objectives Supervisors

14、 and employees set objectives Highly effective technique Rated on how well objectives are met Mainly for professionals and managers .Features & Advantages of MBO Motivation involving employees in goal settingand increasing employee empowerment and satisfaction and commitment Better Communication & C

15、oordination increases interactions and helps maintain relationships while working toward common goals Clarity of Goals employees have a higher commitment to objectives they help set and are linked to the organizations objectives.Setting SMART ObjectivesEvery objective must meet these criteria:Is it

16、Specific?Is it Measurable?Is it Appropriate?Is it Realistic?Is it Time-bound?.Objectives for Year - Example.360 Degree Performance Appraisalor Multi-rated Feedback Include direct feedback from an employees subordinates, peers, and supervisor(s), as well as a self-evaluation Can also include feedback

17、 from external sources, such as customers and suppliers or other interested stakeholders Provides a broader perspective on employees Helps to improve employee performance because it helps the employee see different perspectives of their performance Appropriate for work team evaluations.360 Degree Ev

18、aluationExample.Major Types of Rater Errors Bias errors Contrast errors Errors of central tendency Errors of leniency or strictness.Bias Errors First-impression effect Positive halo effect Negative halo effect Similar-to-me effect Illegal discriminatory biases Contrast Errors Supervisor compares employees performances to other employees, not to explicit performance standards What if the best employee is average?.Central Tendency Errors Supervisors rate all employees as average Usually occurs when only extreme behaviors require documentationLenienc