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Performance appraisals HR PPT @ MBA

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Babasab Patil
Babasab Patil

The document provides guidance on conducting performance reviews at the department or unit level. It outlines the performance management process which includes goal setting, mid-year and end-of-year reviews. It describes how to measure performance through goals and competencies. The process for completing written performance appraisals is also outlined, including rating performance factors, calculating overall ratings, seeking approvals, and preparing for and conducting review meetings.

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Performance Appraisals
Performance Management Process ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
How do we measure performance? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Written Performance Appraisal ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
More on the Overall Rating ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Written Performance Appraisal ,[object Object],[object Object],[object Object]
Preparing for the Performance Review Meeting ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
At the performance review meeting ,[object Object],[object Object]
Delivering the Written Performance Review ,[object Object],[object Object],[object Object],[object Object]
Employee Feedback ,[object Object],[object Object]
Final Thoughts: A Performance Review should answer the following questions for the employee? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Performance appraisals HR PPT @ MBA

Notas do Editor

  1. 4 Rating Definitions 4 = Outstanding – Regularly exceeds objectives, performing at an exceptional level. Requires little direction and coaching from manager. Meets and exceeds expectations as related to unit and individual goals. 3 = Solid - Generally performs satisfactorily. Achieves expectations, which meet the department’s high standards of performance. Meets all or most expectations related to unit and individual goals. 2 = Needs Improvement – Occasionally does not meet objectives. Needs to further develop competencies or skills required for the position. Requires a lot of direction and coaching from the manager. Meets some unit and individual goals. 1 = Not Acceptable – Regularly fails to meet objectives. Job performance is below acceptable standard. Deficiencies must be corrected and better performance attained in the future. Is not meeting unit and individual goals.
  2. 5
  3. 6 Done via email this year. Not asking for sign-off on a hard-copy of review Emailed to HR in advance to review for inconsistencies, rating calculation errors, bell curve, recency effect, discriminatory language (e.g. veteran employee. Mention of loa’s)
  4. 8 Dean’s have already established school level goals for FY – 11 If you need a copy ask me or your respective dean
  5. 11 In summary…