Professional Documents
Culture Documents
Module 1
Maithreye
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Maithreye
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DEFINITIONS
Performance management is a systematic approach to improving individual and team performance in order to achieve organisational goals
-Hendry, Bradely and Perkins
Performance management refers to the process of setting and communicating performance targets, defining evaluative criteria to be employed at different levels of performance, monitoring performance, reviewing performance, providing feedback and taking corrective measures to remove performance snags
-Manual Mendonca and R N Kanungo
Maithreye
SH
To assist in strategy formulation in order to give shape to the goals and objectives of the organisation To manage the strategy implementation process by monitoring progress To motivate employees in setting up goals that align with organisational strategies To give feedback to employees about individual, team and organisational performance against the expected goals
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Maithreye
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ASSESSING NEEDS
Your goals
The employees goals
Performance Appraisal
PERFORMANCE APPRAISAL :
Performance Appraisal (PA) refers to all those procedures that are used to evaluate the personality, performance, potential, of its group members
RELATIONSHIP BETWEEN JOB ANALYSIS AND PERFORMANCE APPRAISAL: Job analysis performance standards performance appraisal
Describes the Job relevant strengths and weakness of Each individual
Maithreye
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Maithreye
SH
PERFORMANCE APPRAISAL
Performance Appraisal (PA) refers to all
personality performance
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Provide a basis for promotion/ transfer/ termination PA is used for career planning Enhance employees effectiveness by helping to identify their strengths and weaknesses
Inform them about expected levels of performance Identify training and development needs
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Errors In rating Halo effects Stereotyping Central tendency Constant error Personal bias Spill over effect
4.
5. 6.
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ESSAY EVALUATION
ESSAY EVALUATION
If the appraiser takes a long time it becomes uneconomical from the view point of the firm
July 20 - Sales clerk patiently attended to the customers complaint. He is polite, prompt, enthusiastic in solving the customers problem
July 20 - The sales assistant stayed 45 minutes beyond his break during the busiest part of the day.
informed the supervisor immediately Become anxious on loss of output tried to repair the machine Complained for poor maintenance was happy to forced test
CHECKLIST
A checklist is a set of objectives or descriptive
Attitude
Indifferent
Enthusiastic
No Interest
Very enthusiastic
Steps:
Collect critical incidents Identify performance dimensions Reclassification of incidents Assigning scale values to incidents Producing the final instrument
Focuses attention on goals rather than on methods Concentrates on Key Result Areas (KRA) Systematic and rational technique that allows management to attain maximum results from available resources by focusing on achievable goals
Arranging
chain
Engaging
This
Identify KRAs
Conducting Conducting
The evaluator rates the employee from highest to lowest on some overall criteria
Maithreye
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Tuesday,
PAIRED COMPARISON
31
No. of employee s
10% 20%
40%
20%
10% Excellent
Two criteria used for rating are: job performance and promotability.
A five point performance scale is also used without mentioning any descriptive statements.
GROUP APPRAISAL
Immediate supervisor of the employee Other supervisors who have close contact with the employees work.
The appraiser goes to the field and obtains the information about work performance of the employee by way of questioning the said
H Potential L L
Performance
APPRAISAL INTERVIEW AND FEEDBACK - LET THE EMPLOYEE KNOW WHERE HE STANDS
goals