More Related Content Similar to Gathering performance information overview (20) More from Tufail Ahmed (20) Gathering performance information overview1. Appraisal Forms
Characteristics of Appraisal Forms
Determining Overall Rating
Appraisal Period and Number of Meetings
Who Should Provide Performance
Information?
A Model of Rater Motivation
Preventing Rating Distortion through Rater
Training Programs
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2. Basic Employee Information
Accountabilities, Objectives, and Standards
Competencies and Indicators
Major Achievements and Contributions
Stakeholder Input
Employee Comments
Signatures
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4. Simplicity
Relevancy
Descriptiveness
Adaptability
Comprehensiveness
Definitional Clarity
Communication
Time Orientation
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7. Anniversary date
Supervisor doesn’t have to fill out forms at same
time
Can’t tie rewards to fiscal year
Fiscal year
Rewards tied to fiscal year
Goals tied to corporate goals
May be burden to supervisor, depending on
implementation
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8. System Inauguration
Self-Appraisal
Classical Performance Review
Merit/Salary Review
Development Plan
Objective Setting
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9. Employees should be involved in selecting
Which sources evaluate
Which performance dimensions
When employees are actively involved
Higher acceptance of results
Perception that system is fair
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10. Direct knowledge of employee
performance
Supervisors
Peers
Subordinates
Self
Customers
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11. Advantages
Best position to evaluate performance vs.
strategic goals
Make decisions about rewards
Disadvantages
Supervisor may not be able to directly
observe performance
Evaluations may be biased
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12. Advantages
Assess teamwork
Disadvantages
Possible friendship bias
May be less discriminating
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13. Advantages
Accurate when used for developmental
purposes
Good position to assess some competencies
Disadvantages
Inflated when used for administrative purposes
May fear retaliation (confidentiality is key)
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14. Advantages
Increased acceptance of decisions
Decreased defensiveness during appraisal
interview
Good position to track activities during review
period
Disadvantages
May be more lenient and biased
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15. Advantages
Employees become more focused on
meeting customer expectations
Disadvantages
Time
Money
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16. Expect disagreement
Ensure employee receives feedback by
source
Assign differential weights to scores by
source, depending on importance
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17. Intentional errors
Rating inflation
Rating deflation
Unintentional errors
Due to complexity of task
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18. Expected Positive and
Negative Consequences of
Rating Accuracy
Probability of Experiencing
Positive & Negative
Consequences
Expected Positive and
Negative Consequences of
Rating Distortion
Probability of Experiencing
Positive & Negative
Consequences
Motivation to Provide
Accurate Ratings
Motivation to Distort Ratings
Rating Behavior
19. Maximize merit raise/rewards
Encourage employees
Avoid creating written record
Avoid confrontation with employees
Promote undesired employees out of unit
Make manager look good to his/her
supervisor
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20. Shock employees
Teach a lesson
Send a message to employee
Build a written record of poor
performance
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22. Information
Motivation
Identifying, observing, recording and
evaluating performance
How to interact with employees when
they receive performance information
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23. Reasons for implementing the
performance management system
Information on the appraisal form and
system mechanics
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24. • Benefits of providing accurate ratings
• Tools for providing accurate ratings
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25. How to identify and rank job activities
How to observe, record, measure
performance
How to minimize rating errors
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26. How to conduct an appraisal interview
How to train, counsel, and coach
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