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PA Process, Performance Appraisal Methods, Performance Errors and Solution
PA Process, Performance Appraisal Methods, Performance Errors and Solution
Performance appraisal process
Step 3: Mutually Set Measurable Goals
Step 2: Identify Performance Standards with the Employees
Step 5: Compare Actual Performance against Standard Set
Step 1 : Identify Performance Appraisal Goals
Step 6: Discuss the Appraisal with the Employees
Step 4: Measure Actual Performance
Step 7: If Necessary, Initiate Corrective Actions
Performance Appraisal Errors
Self serving bias
Social projection and false consensus bias
Unclear standards
Halo effect
Central tendency
Leniency or strictness
Recency error
Sequencing error
Biasness
Inappropriate substitution for performance
Ways to prevent potential problems
Understand the problem
Using the right tools
Train supervisors
Use Multiple Raters
360 Degree Appraisal
Peer Evaluation
Providing ongoing feedback
Combine Absolute and Relative Standards
Rate Selectively
Characteristics
Simplicity
Relevant
Desciptiveness
Adaptability
Comprehensiveness
Communication
Time Orientation
Performance Appraisal Methods
Modern Approaches
Management by Objectives (MBO)
Step 1: Initial Meeting between Line Manager and Employee
Step 2: Drafting Objectives
Step 6: Performance Appraisal
Step 3: Review and Approval by Line Manager
Step 5: Periodic Review
Step 4: Action Planning by the Employee
Problems in adopting MBO
Unclear Objectives
Time Consuming
Different Expectation
Cost Accounting Method
360 Degree Feedback
Behaviourally Anchored Rating Scale (BARS)
Advantages
More Accurate Gauge
Clearer Standards
Feedback
Consist of Independent Dimensions
Provides Consistency
Traditional Approaches
Absolute Standards
Essay Method
Field Review Method
Critical Incident Method
Confidential Report Method
Graphic Rating Scale Method
Relative Standards
Forced Distribution Method
Grading Method
Paired Comparison Method
Alternation Ranking Method