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CHAPTER 5: GATHERING PERFORMANCE INFORMATION - Coggle Diagram
CHAPTER 5: GATHERING PERFORMANCE INFORMATION
WHAT IS AN APPRAISAL FORM
A document that managers and human resources staff use to evaluate the performance of employee.
HOW TO CREATE AN APPRAISAL FORM
What the employee can improve on
Improvements since last review
The employees achievements
The employees professional goals
A rating rubric
Comments from employee
CHARACTERISTICS OF EFFECTIVE PERFORMANCE APPRAISAL SYSTEM
Accurate, valid and reliable data
Well defined performance criteria
Clear appraisal objectives
Less time consuming
Post appraisal interview
Match your needs
Managers are mentors
Continuous feedback
Measure what matters
DETERMINING OVERALL RATING
Making administrative decisions such as the allocation of rewards.
TWO MAIN STRATEGIES TO OBTAIN OVERALL PERFORMANCE SCORE
Judgmental procedure
Mechanical procedure
APPRAISAL PERIOD AND NUMBER OF MEETINGS
SEMI-ANNUAL
Twice a year company performs modified 360-degrees appraisal.
QUARTERLY
Each quarter employees receives summary of comment.
ANNUAL
Conducting annual review might not provide sufficient opportunity for supervisor and subordinates to discuss performance issues in a formal setting.
6 TYPES OF FORMAL MEETINGS
Classical performance review
employees performance discussed. mainly past oriented
Merit/salary review
Discuss on if any compesation changes resulted to periods performance. Supervisor need to explain clearly link between employees performance
Self-appraisal
Provide employees to review their self on performance
Development plan
Discuss on employee development need and step taken. Includes information about resources.
System inauguration
How system work and identification of requirement and responsibilities on employee and supervisor
Objective setting
Include setting gold
WHO SHOULD PROVIDE PERFORMANCE INFORMATION
SUBORDINATES
SELF
PEERS
CUSTOMER
SUPERVISOR
A MODEL OF RATER MOTIVATION
The performance rating may be intentionally or unintentionally distorted or inaccurate
SUPERVISOR MAY BE MOTIVATED TO PROVIDE INFLATED RATINGS TO:
Encourage employees
Avoid creating a written record
Maximize the merit raise/ rewards
Avoid confrontation with employees
Promote undesired employees out of unit
Make the manager look good to his/her supervisor
PROVIDE RATINGS THAT ARE ARTICIALLY DEFLATED
Teach a rebellious employee a lesson
Send a message to the employee that he should consider leaving
Shock an employee
Build a strongly documented, written record of poor performance.