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Performance Appraisal (Past Oriented Performance Appraisal Tools (Rating…
Performance Appraisal
Past Oriented Performance
Appraisal Tools
Rating scales
Checklists
Forced Choice Methods
Critical Incident Method
Accomplishment Records
Behaviorally Anchored Rating Scales
Field review method
Comparative Evaluation Approaches
Challenges to effective
performance measurement
Rater errors and bias
Halo errors
Central tendency
Leniency and strictness bias
Cross-cultural biases
Personal prejudice
Recency effect
The influence of liking
Organisational politics
Whether to focus on the individual or group
Legal issues
Future Oriented Performance
Appraisal Methods
Self Appraisal
Management by Objectives
Psychological appraisals
Assessment centers
Measures taken to perform
an effective appraisal interview
Talk in terms of objective work data
Avoid getting too personal
Encourage the person to talk
Get agreement
Uses of
Performance Appraisal
Administrative
Development
Operational and Strategic Purposes
Managing Performance
The appraisal interview
Performance Improvement
Identifying the causes
of performance problems
Performance Appraisal Process
1) Setting work standards
2) Assessing employees actual performance
relative to their standard
3) Provide feedback to the employees with the aim of helping them to remove performance deficiencies and for them continue to perform exceptionally
Problems to avoid in
Performance Appraisal
Developing an action plan
and empowering workers
to reach a solution
Directing communication
at performance
Types of
Appraisal Interviews
Satisfactory
Unsatisfactory