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Gathering performance information - Coggle Diagram
Gathering performance information
Appraisal forms
Developmental achivements
Developmental needs, plans, and goals
Major achivements and contributions
Skateholder input
Competencies and indicators
Employee comments
Accountabilities, objectives, and standards
Signatures
Basic employee information
Characteristics of appraisal forms
Adaptability
Comprehensiveness
Descriptiveness
Definitional clarity
Relevancy
Communication
Simplicity
Time orientation
Appraisal period and number of meetings
Classical performance review
Merit/salary review
Self-appraisal
Development plan
System inauguration
Objective setting
A Model of rater motivation
Rating deflation
Shock employees
Teach a rebelious employee a lesson
Send a message that employee should consider leaving
Build a record of poor performance
Recommend
Have raters justify their ratings
Have the raters justify their ratings in a face-to-face meeting
Rating inflation
Avoid a conforntation with employees
Promote undesired employees out of unit
Avoid creating a written record
Make manager look good to his or supervisor
Encourage employees
Maximize the merit raise/rewards
Preventing rating distortion through rater training programs
Information on the appraisal form and system mechanics
How to minimize rating erros
How to observe, record and measure performance
How to conduct an appraisal interview
How to identifyand rank job activities
How to train , counsel and coach
Reasons for implementing the performance management system