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Lecture Eight-pERFRMANCE mGT

Lecture Eight-pERFRMANCE mGT

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Published by: api-3728497 on Oct 19, 2008
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05/09/2014

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Performance appraisal
Case

\u2022Jason sat at his desk staring at 25 performance evaluation forms that had to
be completed before he could leave work. Human resources reminded him
two weeks ago that they would be due on the 15th, but other duties seemed
to always prevent him from getting around to doing them. He really didn't
know why the company bothered with these forms anyway. After all,
everybody got virtually the same amount of raise each year and nothing was
done with low performers. Plus, he really liked most of the folks who worked
for him. They generally worked hard and got the work done eventually.

\u2022Shoot, why not just give everybody an average evaluation and call it a night.
Directions on the form stated that the only ratings he had to justify were
those that were either above or below average. Besides, how was he
supposed to remember what 25 people had done over the past year and
how well they did it?

The Process
Step1 : Plan the Performance
(Identify the Performance Goals, Communicate them & establish an
appraisal criteria)
Step 2 : Determine the responsibility for appraisal
(Appraisal period, method, software required and role of the
appraiser & appraisee). Caution : Anticipate problems
Step 3 : Examine the work performed
( Mgt. support : Coaching, Training & Development)

Step 4 : Determine the responsibility for appraisal
Step 5 : Appraise the results
Step 6 : Conduct Appraisal Interview

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