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PERFORMANCE MANAGEMENT AND APPRAISAL - Coggle Diagram
PERFORMANCE MANAGEMENT AND APPRAISAL
Basics of performance appraisal
1. Sets work standards
2. Assesses performance
3. Provides feedback to the employee
Why appraise performance
The manager can correct deficiencies and reinforce strengths
With appraisals employee's can review career plans
Links performance management to company goals
Training needs are identified
Used for pay, promotion and retention decisions
Defining the employee's goals and performance standards
Goals
Job dimensions or traits
Behaviors or competencies
Dealing with rater error appraisal problems
Potential appraisal problems
Unclear standards
Halo effect
Central tendency
Leniency or strictness
Recency effects
Who should do the appraising
Peer appraisals
Rating committees
Self ratings
Appraisal by subordinates
360- Degree feedback
Techniques for appraising performance
Graphic rating scale
Alternation ranking
Paired comparison
Forced distribution
Critical incident method
6.Narrative forms
Behavior anchored rating scale
Mixed standards scales
Management by objectives(MBO)
Appraisal interview
An interview in which the supervisor and subordinate review the appraisal n make plans to remedy deficiencies n reinforce strengths.
How to conduct the appraisal interview
Prepare
Plan
Measure success
Date to complete
Coach
Guidelines to conducting the appraisal interview
Objective data
Don't get personal
Encouragement
How to handle a defensive subordinate
Recognize behavior
Never attack defenses
Postpone action
Recognize limitations
Use the appraisal interview to build engagement
Performance management
is the continuous process of identifying, measuring and developing the performance of individuals and teams and aligning their performance with the organization's goals.
Total quality management and performance appraisal
Cease dependence
Continuous improvement
Extensive training
Drive out fear
Remove barriers
Self improvement