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Effective Performance Management

Effective Performance Management Regardless of the approach used, managers must understand the intended outcome of performance management.” When performance management is used to develop employees as resources, it usually works. When management uses one key part of performance management, the performance appraisal, to punish . • Consistent with the strategic mission of the organization • Beneficial as…

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Legal and Effective Performance, Appraisals

Legal and Effective Performance, Appraisals A number’ of court decisions have focused attention on performance appraisals, I particularly on equal employment opportunity (EEO) concerns. The Uniform Guidelines issued by the Equal Employment Opportunity Commission (EEOC) and other federal enforcement agencies. make it clear that performance appraisals must be job-related and nondiscriminatory. Performance Appraisals and the Law Because appraisals are…

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Reactions of Managers

Reactions of Managers Managers and supervisors who must complete appraisals of their employees often resist the appraisal process. Many managers feel that their role calls on them to assist, encourage, coach, and counsel employees to improve their performance. However, being a judge on the one’ hand and a coach and counselor on the other may cause internal conflict and…

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Appraisal Feedback

Appraisal Feedback After completing appraisals, managers need to communicate the results to give employees a clear understanding of how they stand in the eyes of their immediate superiors and the organization. Organizations commonly require managers to discuss appraisals with employees. The appraisal feedback interview provides an opportunity to clear up any misunderstandings on both sides.  interview. the manager should focus…

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Rater Errors

Rater Errors There are many possible sources of error in the performance appraisal process. One of the major sources is mistakes made by the  Although completely eliminating these errors is impossible. making raters aware of them through training is helpful. Figure 11·11 lists some of the most common rater errors. Varying Standards When appraising employees. a manager should…

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Combinations of Methods

Combinations of Methods No single appraisal method is best for all situations. Therefore, a performance measurement system that uses a combination of the preceding methods may be sensible in certain circumstances. Using combinations may offset some of the advantages and disadvantages of individual methods. Cate-gory rating methods are easy to develop, but they usually do little to measure strategic…

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Management by Objectives

Management by Objectives MDL  by objectives (MBO) specifies the untactful goals that an individual and her or his manager agree to try to attain within an appropriate length of time. Each manager sets objectives derived from the overall goals and objectives of the  organization; however, MBO should not be a disguised means for a superior. to dictate the objectives…

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Behavioral/Objectives Methods

Behavioral/Objectives Methods In an attempt to overcome some of the difficulties of the methods just described, behavioral rating approaches attempt to assess an employee’s’ behaviors instead of other characteristics. Some of the different behavioral approaches are behaviorally anchored rating scales (BARS), behavioral observation scales (BOS), and behmtilmll expectation scales (BES). BARS compare what the emp1eyee does with possible behaviors…

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Narrative Methods

Narrative Methods Managers and HR specialists frequently are required to provide written appraisal information. Documentation and description are the essence of the critical incident, the essay, and the field review methods. These methods describe an employee’s actions and may indicate an actual rating as well. Critical Incident In the critical incident method, the manager keeps a written record of both…

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Comparative Methods

Comparative Methods Comparative methods require that managers directly compare the performance of their employees against one another. For example, data-entry operator’s performance would be compared With that of other data-entry operators by the computing supervisor. Comparative techniques Include ranking. Ranking The ranking method lists all employees from highest to lowest in performance. The primary drawback of the ranking method is…

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