Module 9-1

Performance

Management and

Appraisal

9

Module 9-2

Learning Objectives

1. Define performance management

and discuss how it differs from

performance appraisal.

2. Describe the appraisal process.

3. Set effective performance appraisal

standards.

Module 9-3

Learning Objectives

4. Develop, evaluate, and administer

at least four performance appraisal

tools.

5. Explain and illustrate the problems

to avoid in appraising performance.

Module 9-4

Learning Objectives

6. Discuss the pros and cons of using

different raters to appraise a

person’s performance.

7. Perform an effective appraisal

interview.

Module 9-5

Define performance

management and discuss

how it

differs from performance

appraisal.

Module 9-6

Basic Concepts In Performance

Management and Appraisal

• The performance appraisal process

• Why appraise performance?

• The importance of continuous

feedback

• Performance management

oDefinition

Module 9-7

Review

• The process

• Why do it?

• Continuous feedback

• Performance management

Module 9-8

Describe the appraisal

process.

Module 9-9

The Performance Appraisal

Process

• Why appraise performance?

• Continuous feedback

• Performance management

Module 9-10

Review

• Pay and promotions

• Planning

• Career planning

• Training and development

• Ongoing feedback

• Teamwork and change

Module 9-11

Set effective performance

appraisal standards.

Module 9-12

Employee’s Goals and

Performance Standards

• HR in practice: how to set effective

goals

oAssign specific goals

oAssign measurable goals

oAssign challenging but doable goals

oEncourage participation

Module 9-13

Employee’s Goals and

Performance Standards

• Basing appraisal standards on required competencies

• The role of job descriptions

Module 9-14

Who Should Do the Appraising?

• Peer appraisals

• Rating committees

• Self-ratings

• Appraisal by subordinates

• 360-degree feedback

Module 9-15

Techniques for Appraising

Performance

• Graphic rating

scale method

• What to rate?

Module 9-16

Review

• Effective goals

• Competencies

• Job descriptions

• Appraisers

Module 9-17

Develop, evaluate, and

administer at least four

performance appraisal tools.

Module 9-18

Performance Appraisal

Tools • Alternation ranking

• Paired comparison

• Forced distribution

• Critical incident

• Narrative forms

• Behaviorally Anchored Rating Scales (BARS)

Module 9-19

Performance Appraisal

Tools

• Mixed standard scales

• Management by objectives (MBO)

• Computerized and web-based

performance appraisal

• Electronic performance monitoring

(EPM)

Module 9-20

Review

• BARS

• Scales

• MBO

• Computerized

• EPM

• Alternation

• Pairs

• Distribution

• Incidents

• Narratives

Module 9-21

Explain and illustrate the

problems to avoid in

appraising performance.

Module 9-22

Dealing with Appraisal

Problems and Interviews

• Potential appraisal problems

oUnclear standards

oHalo effect

oCentral tendency

oLeniency or strictness

oRecency effects

oBias

Module 9-23

Review

Unclear Standards

Central Tendency

Halo Effect

Recency Effect

Bias

Leniency/

Strictness

Module 9-24

Discuss the pros and

cons of using different

raters to appraise a

person’s performance.

Module 9-25

Guidelines for Effective

Appraisals • Know the problems

• Use the right tool

• Keep a diary

• Get agreement on a plan

• Ensure fairness

• Appraisals and the law

Module 9-26

Review

• Problems

• Tools

• Records

• Fairness

• Legal

• Ethics

Module 9-27

Perform an effective

appraisal interview.

Module 9-28

Managing the Appraisal

Interview

• Types of appraisal interviews

• How to conduct the appraisal

interview

oObjective data

oDon’t get personal

oEncouragement

oAgreement

Module 9-29

Managing the Appraisal

Interview

• Handling a defensive subordinate

• Criticizing a subordinate

• The formal written warning

• Realistic appraisals

Module 9-30

Performance Management

• Performance management vs.

appraisals

• Information technology

• Talent management

• Appraisal and active management

• Segmenting employees

Module 9-31

Performance Management

Summary

• Direction sharing

• Goal alignment

• Ongoing performance monitoring

• Ongoing feedback

• Coaching and developmental

• Recognition and rewards

Module 9-32

Review

• Type of interviews

• Defensiveness

• Criticism

• Warnings

• Realism

• Performance management vs. appraisals

• Talent management