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Evaluating Employee Performance

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E.g. Appraising Patrol Officers. Performance Appraisal Process ... Appraise appraisers. Obtain multiple evaluations. Review and revise performance appraisals ... – PowerPoint PPT presentation

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Title: Evaluating Employee Performance


1
EvaluatingEmployee Performance
  • Chapter 5

2
Learning Objectives
  • Define performance appraisals and their purposes
    in work organizations.
  • Describe issues involved in the measurement of
    job performance, including the development of
    performance criteria.
  • Discuss various sources of performance ratings,
    and their respective advantages and
    disadvantages.
  • Discuss the 360-degree feedback.
  • Discuss various methods of rating performance,
    and their respective advantages and
    disadvantages.
  • Discuss the various problems and pitfalls
    involved in the performance appraisal process.
  • Discuss the influence of civil rights legislation
    on the use of performance appraisals.

3
Performance Appraisal
  • Definition
  • Job analysis The starting point for performance
    appraisal
  • The purpose of performance appraisals

4
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5
Performance AppraisalsInfluencing the
Organizations
  • Personnel Training
  • Wage Salary Administration
  • Placement
  • Promotions
  • Discharge
  • Personnel Research (Less biased criterion)

6
Reasons for Conducting Appraisal
7
Measurement of Job Performance Performance
Criteria
  • Objective performance criteria
  • Subjective performance criteria
  • Concerns for a performance criterion

8
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9
Sources of Performance Ratings
  • Supervisor appraisal
  • Self-appraisal

10
Sources of Performance Ratings
  • Peer appraisal Three types
  • Research findings
  • Subordinate appraisal
  • Customer appraisal

11
Sources of Performance Ratings (cont.)
  • 360-degree feedback
  • Based on two key assumptions
  • Typical assessment evaluations are along three
    dimensions
  • Overrating oneself is common

12
Methods of Rating Performance
  • Comparative methods
  • Individual methods

13
Methods of Rating PerformanceComparative Methods
  • Ranking
  • Paired comparison
  • Forced-distribution technique

14
Forced-Distribution Technique (E.g.1)
15
Methods of Rating PerformanceIndividual Methods
  • Graphic rating scale
  • Behaviorally anchored rating scale (BARS)
  • Behavioral observation scale (BOS)
  • Checklists
  • Narratives

16
Graphic Rating Scale (E.g.1)
17
Graphic Rating Scale (E.g.2)
18
Behaviorally Anchored Rating Scale E.g.
Appraising Patrol Officers
19
Performance Appraisal Process
  • Two parts of performance appraisal
  • Performance assessment
  • Performance feedback
  • Objectives of feedback

20
Problems Pitfalls in Performance Appraisal
  • Response tendency errors
  • Halo effect
  • Recency effect
  • Causal attribution error
  • Personal biases
  • Cross-cultural international issues

21
How to Improve Performance Appraisals
  • Train appraisers
  • Appraise appraisers
  • Obtain multiple evaluations
  • Review and revise performance appraisals
  • Conduct performance appraisals regularly
  • Improve performance appraisal techniques

22
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23
Legal Concerns inPerformance Appraisals
  • The role of performance appraisals in worker's
    career advancement ?
  • The importance of
  • Valid Performance appraisals
  • Nondiscriminatory Performance appraisals

24
Current Future Trends inPerformance Appraisal
  • The changing nature of the work its
    consequences in performance appraisals
  • Constant review revision of performance
    appraisal procedure
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