Please enable JavaScript.
Coggle requires JavaScript to display documents.
CHAPTER 9: Performance Management and Appraisal - Coggle Diagram
CHAPTER 9: Performance Management and
Appraisal
Basics of Performance Appraisal
Assesses performance
Provides feedback to the employee
Sets work standards
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
Who Should Do the Appraising?
Self Ratings
360-Degree Feedback
Rating Committees
Appraisal by Subordinates
Peer Appraisals
Techniques for Appraising Performance
Paired Comparison
Forced Distribution
Alternation Ranking
Critical Incident Method
Graphic Rating Scale
Managing the Appraisal Interview
an interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
How to Conduct the Appraisal Interview
Prepare
Date to Complete
Measure Success
Coach
Plan
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
Remove Barriers
Self Improvement
Drive out Fear
Continuous Improvement
Extensive Training
Cease Dependence