MGMT 341 Chapter 8

Avoiding Performance Appraisal issues

1. Develop accurate performance measures that use multiple criteria and use the OUCH test 2. Train your evaluators 3. Use multiple raters

Accurate Performance Measures must be...

1. Valid and reliable 2. Acceptable and feasible 3. Specific 4. Based on the mission and objectives

Who should assess performance?

Peers, Supervisor, Subordinates, Self, Customers,

Problems and avoidance with 360 degree evaluations

Problem: Takes time and money Avoidance: helps avoid most common appraisal issues

Why do we conduct performance appraisals

1. Communicate employees performance strengths 2. Make employment related decisions 3. Motivate/develop

5. MBO method

(Management by Objective method) When managers and employees jointly set the objectives/goals

ANSI

American National Standards Institute: set min requirements for performance MGMT

Common performance appraisal issues....

Bias, Stereotyping, Halo Error, Similarity Errors

The first purpose of performance appraisal is.....

Communication

360 degree evaluations

Conducted by different people who interact with the employee on forms compiled into a single profile for use in the evaluation meeting

An effective performance appraisal has two parts...

Evaluating and Motivating

Performance Appraisal

Is the ongoing process of evaluating employee performance. Appraisals are just one part of performance MGMT

Who should we assess with 360?

Not the janitor but people who need it higher up

The 4 steps in Performance Appraisals

Step 1: Job Analysis Step 2: Develop Standards and Measurement Methods Step 3: Informal Performance Appraisal Step 4: Prepare for and conduct the formal appraisal

How do we use appraisal methods and forms?

The list of 6 methods from ranking-critical incidents

What do we ASSESS in performance appraisals...

Traits, Behaviors, Results

The evaluative interview should be completed before the developmental interview...

True

Developmental performance interview

focuses on areas of improvement over time. You should have employees come up with own objectives and strategies for improvement before you give them additional ones as well.

2. Graphic Rating Scale Form

is a checklist form where manager rates performance based on scale such as excellent, good, avg, etc.

1. Ranking Method

is a performance appraisal method that is used to evaluate employee performance from best to worst

6. Critical Incidents Method

is a performance appraisal method that requires keeping a written record of the good and bad employee performance

3. Behaviorally Anchored Rating Scale

is a performance appraisal that provides a description of each assessment along a continuum. EX: serves clean table what % of time 25, 50, 75 etc.

Evaluative performance interview

is a review of the individual employees performance over a certain period, the employee should be allowed to talk as well and offer further insight.

Performance Management

is the process of identifying, measuring, managing, and developing the performance of HR in an organization.

Electronic performance monitoring

is the process of observing ongoing employee actions using computers or other nonhuman methods

4. Narrative method or Form

requires a manager to write a statement about the employees performance