The document summarizes the key points from a guest lecture on performance management. It discusses definitions of performance and its dimensions. It covers why performance management and appraisals are conducted, what should be appraised, when appraisals should occur, who should conduct them, and how they should be done. Methods of appraisal include trait, behavior, and results-based approaches. Performance standards, appraisal forms, and potential rating errors are also addressed.
12. Rater errors and bias
The influence of liking
Organizational politics
Whether to focus on the individual or
the group
Legal issues
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18. Trait Appraisal
An appraisal tool that asks a supervisor to make judgments about
worker characteristics that tend to be consistent and enduring.
Behavioral Appraisal
An appraisal tool that asks managers to assess a worker’s
behaviors.
Outcome Appraisal
An appraisal tool that asks managers to assess the results achieved
by workers.
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19. Ex: A fire, sudden breakdown, accident
Workers
reaction
A
B
C
D
E
informed the supervisor immediately
Become anxious on loss of output
tried to repair the machine
Complained for poor maintenance
was happy about forced rest
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scale
5
4
3
2
1
21.
Dear Manager (HR),
Vivek, my assistant programmer, can always be found
hard at work in his cubicle. Vivek works independently, without
wasting company time talking to colleagues. Vivek never
thinks twice about assisting fellow employees, and he always
finishes given assignments on time. Often Vivek takes extended
measures to complete his work, sometimes skipping coffee
breaks. Vivek is a dedicated individual who has absolutely no
vanity in spite of his high accomplishments and profound
knowledge in his field. I firmly believe that Vivek can be
classed as a high-calibre employee, the type which cannot be
dispensed with. Consequently, I duly recommend that Vivek be
promoted to executive management, and a proposal will be
sent away as soon as possible.
Signed - Project Leader
Jayadeva de Silva
22.
NB: That stupid idiot was reading over my
shoulder when I wrote the
report sent to you earlier today. Kindly read
only the odd lines (1, 3, 5, 7,
9,11, 13) for my true assessment of him
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24.
Is employee regular
Is employee respected by subordinate
Is employee helpful
Does he follow instruction
Does he keep the equipment in order
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Y/N
Y/N
Y/N
Y/N
Y/N
26. Criteria
1.Regularity on the job
•Always regular
•Inform in advance for delay
•Never regular
•Remain absent
•Neither regular nor irregular
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Rating
Most
Least
30. Step 1.
Identify critical incidents
Step 2.
Select performance dimension
Step 3.
Retranslate the incidents
Step 4.
Assign scales to incidents
Step 5.
Develop final instrument
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31.
Attended every day
10
Not exceeding 2 approved leaves 07
Not exceeding 5 approved leaves 05
Not exceeding 7 approved leaves 02
Exceeding 7 approved leaves
00
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32. Lending an library item
Marks
1
Lend the chosen item within 30 sec accurately
1
2
Lend the chosen item within 30 sec accurately with
positive appearance
2
3
Lend the chosen item within 30 sec accurately with
positive appearance & positive remarks using common
name
3
4
Lend the chosen item within 30 sec accurately with
positive appearance & remarks using common name &
inquire experience
4
5
Lend the chosen item within 30 sec accurately with
positive appearance & remarks using common name &
inquire experience to get sp wants while being ready to
assist
5
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42.
Every unit of Money RS /$
Every unit of Time
Every unit of Land
Every unit of Energy
Every unit of Raw Material
Every Labor hour&
Every Machine hour
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43.
For top managers
Return on capital employed
Contribution to community development
Degree of upward communication from middle-
level executives
Degree of growth and expansion of enterprise.
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45.
Quality and quantity of output in a given period
Labor cost per unit of output in a given period
Material cost per unit in a given period
Rate of absenteeism and turnover of employees
No of accidents in a given period
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47. The Behavioral Approach
Teamwork
(check the box
that best
describes this
individual’s
behavior)
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Works alone on all
projects
Teams up with others
on most major projects
Works alone on most
projects
Teams up with others
on all major projects
Works alone about half
the time
48. TThe Results Approach
Key result area:
Unit Sales
12-month goal:
12,000 units
Actual results:
10,500 units
Comments________________________________
________________________________________
________________________________________
________________________________________
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52. Lenient
Rating
Same As Me
Halo Effect
Latest
Behavior
Different
From Me
Horn Effect
Initial
Impression
Central
Tendency
Sampling
Error
Strict Rating
Status
Effect
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Varying
Standards
Contrast
Effect