Performance Appraisal (HREAP, Desser)

Performance Appraisal

evaluating an employee’s current and/or past performance relative to their performance

standards

- component of performance management

Performance Appraisal Process

- setting work standards
- assessing employee's actual performance relative to standards
- providing feedback with the aim of eliminating performance deficiencies or reinforcing
performance strengths

Immediate Supervisor

- heart of most appraisals
- in the best position to observe and evaluate performance
- responsible for employee's performance

operating managers

HR department provides advice on what appraisal tools to use, but leave final
decisions on procedures to

Rating Committees

consists to employee’s immediate supervisor and three or four other supervisors

Management by Objectives (MBO)

multistep company-wide goal-setting and appraisal program

Unclear Standards

Result in unfiar appraisals because traits and degrees of merit are ambiguous

Satisfactory-Promotable

objective: develop specific development plans (reinforce strengths)

Satisfactory-Not promotable

objective: maintain satisfactory performance (through incentives)

Unsatisfactory-Correctable

objective: lay out an action/development plan for correcting unsatisfactory
performance (remedy deficiencies)

Unsatisfactory-Uncorrectable

particularly tense
objective: dismissal

effective coaching skills

Effective interview requires

Preparation

understanding the problem and employee

Planning

reaching agreement on the problem and laying out a change plan

through steps to take, measures of success, and date to complete

Actual Coaching

offers ideas in a way that subordinates hear and respond to
them, and appreciate their value

Defensive Subordinate

first reaction to being told poor performance feedback is denial

Criticizing a Subordinate

criticize in a manner that lets the person maintain their dignity ⇒ private and constructively

written warnings

given to employees who have very weak performance

Performance Management

continuous process of identifying, measuring, and developing the performance of
individuals and teams

Direction Sharing

communicating the company's goals to all employees

Goal alignment

having a method that enables managers and employees to see the link between the employees’ goals and those of the department and company

Ongoing performance monitoring

continuously measuring the team's and/or employee's progress towards meeting
performance goals

Ongoing feedback

continuous feedback regarding progress towards goals

Coaching and developmental support

part of the feedback process

Recognition and rewards

provide incentives to keep the employee's goal-directed performance on track