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appraisal
The Appraisal Process
The evaluation of an employees current
and past performance relative to
performance standards
An appraisal involves:
Setting work standards
Assessing actual performance vs. these
standards
Providing feedback to the employee
Comparing Performance Appraisal and
Performance Management
Performance appraisal
Evaluating an employees current and/or past
performance relative to his or her
performance standards.
Performance management
The process employers use to make sure
employees are working toward organizational
goals.
An Introduction to Appraising
Performance
Direction sharing
Role clarification
Goal alignment
Developmental goal setting
Ongoing performance monitoring
Ongoing feedback
Coaching and support
Performance assessment (appraisal)
Rewards, recognition, and compensation
Workflow and process control and return
Defining Goals and Work
Efforts
Guidelines for effective goals
Assign specific goals
Encourage participation
Compare
Appraise Provide
performance
Performance Feedback
to the standard
PERFORMANCE APPRAISSAL METHODS
Traditional Modern
a) Graphic Rating (Quality & a) BARS Behaviour
Qty, Num and Written) b) 360
b) Alternation Ranking Method
c) Team/Group Appraisal
c) Paired Comparison
d) Balanced Score Card
d) Forced Distribution
e) Assessment Centre
e) Critical Incident
f) MBO
g) Essay Appraisal
Important Advantages and Disadvantages of Appraisal Tools
Alternation Simple to use (but not as simple Can cause disagreements among
ranking as graphic rating scales). Avoids employees and may be unfair if all
central tendency and other employees are, in fact, excellent.
problems of rating scales.
Critical incident Helps specify what is right and Difficult to rate or rank employees
method wrong about the employees relative to one another.
performance; forces supervisor to
evaluate subordinates on an
ongoing basis.
PROBLEMS OF APPRAISAL
Halo Effect Primary Effect
Leniency or Strictness Tendency
Similarity Error
Stereotyping error
Miscellaneous Biases
Social Differentiation
Perceptual Set (over/under rating)
Appraising Teams
Set tangible targets for Determine intangible
each KRA. Incorporate parameters (like initiative),
Identify KRAs which indicate pockets of
stretch elements for each
critical to business individual excellence with
target. Fix the minimum
during the year the team
acceptable target
Your
Boss You
Peers Subordinates
Rating
Committee
The Appraisal Interview