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TOPIC 9: PERFORMANCE MANAGEMENT & PERFORMANCE APPRAISAL (Differences…
TOPIC 9: PERFORMANCE MANAGEMENT & PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL
Definition
Employer determines work standards
Assesses employee's actual performance against set standards
Provides feedback to the employee on his performance
Effective Performance Feedback
Before The Appraisal
Prepare Ahead Of Time
Set up specific date, time and location to hold their private appraisal discussion
Ensure that they pick a quiet place so that nothing can interrupt the session
Gather Data
Review the employees' job description and period goals that may have been set
Check previous year's performance review notes to help measure whether the employees' have increased or decreased rating
Help to determine whether the employees' performance has improved or deteriorated
Give Employees Sufficient Time
Give employee at least one day in advance
Allows employee to reflect on his performance and prepare for the upcoming performance appraisal discussion
Allows employee to gather any questions that he may wish to clarify with his supervisor regarding the previous performance appraisal feedback or his job responsibilities & expectations
During The Appraisal
Support Evaluation With Examples
Feedback given should be task-focused, specific and in terms of objective work data
Do Not Get Personal
Feedback should be focused on the employees' behaviour and performance, rather than the person itself.
Narrow down the discussion to the behaviours that they have observed
Point out the specific problem in the employee's performance
Use The 3x3 Method
Employers should list out three strengths and three weaknesses
Limiting the number of ideas on improvement and strengths will help the employee remember all of them by heart
Makes it easier for the employees to focus on their area of correction and improvement
Involve Employee In The Appraisal Discussion
Employers should stop and listen to what the employee has to say
Employers should ask open-ended and probing questions to encourage the employees to talk
Employees should be given ample opportunity to discuss their performance, raise questions about the appraisal and add their own feedback about their work
After The Appraisal
Provide Regular Feedback
Employers should set aside time on a weekly/monthly basis to talk to the employees on a less formal basis
Effective way to ensure that employees are on the right track
Helps to diminish the anxiety and uncertainty surrounding yearly assessments since employees are given the opportunity to make progressive improvements before the year-end performance review
Follow-Up
Employers should ask the employees to summarize what has been discussed during the appraisal discussion
Ensures that the employees fully understands the information exchanged during the appraisal and reasons for evaluation
Components Of A Performance Appraisal Form
Basic Employee Information
Accountabilities, Objectives & Standards
Competencies & Indicators
Major Achievements & Contributions
Development Needs, Plans & Goals
Includes information about specific goals and timetables in terms of employee development
Identifies areas for further training and development
Clear Rating Scales
Help guide and simplify the assessment process
Ensures that there is consistent ratings for same performance over time and with different raters
Signature
PERFORMANCE MANAGEMENT
Definition
An ongoing process of communication between a manager and an employee that occurs throughout the year.
Employees align their individual work effort to the organisational goals.
Track and evaluate individual and organisational performance results.
Process
Plan
Act
Monitor
Review & Evaluate
Benefits
Organisation's Perspective
Able to retain existing talent and minimise cost related to high turnover.
Improved organisational performance
Overcome the barriers to communication
Increased productivity
Employee's Perspective
Clarifies expectations of the employees
Clearly defines career paths and promote job satisfaction
Self assessment opportunities clarifies the job accountabilities and contribute to imrpoved performance
Differences between Performance Management and Performance Appraisal
Definition
Parties responsible
Role of supervisor
Frequency
Focused on
Types of tools
Method