MANAGING Sajeet Pradhan, PhD

PERFORMANCE
PERFORMANCE APPRAISAL

Evaluation of an employee’s current performance relative to his/her

performance standards.
TYPES OF PERFORMANCE
Task Performance

Contextual Performance
 BEYOND THE JOB:
CONTEXTUAL PERFORMANCE

Organizational Citizenship Behaviors

Tasks an employee does on the job that are not
required as part of the job but that benefit the
organization in some way
HOW IS PERFORMANCE
MEASURED?
A) Set the performance standards and communicate the same to the employee

B) Assessing the employee’s actual performance relative to those standards

C) Providing feedback to the employee based on his/her performance for future

growth and development

 THE PERFORMANCE MANAGEMENT PROCESS IN A TYPICAL
ORGANIZATION

© 2016 Cengage Learning India Pvt Ltd. All rights

reserved.
 PERFORMANCE APPRAISAL PROCESS

❖Role of the Organization

❖Role of the Rater

❖Role of the Ratee

 Sources of Information for Performance Appraisal

• 360-Degree Feedback
Involves gathering performance information from
people on all sides of the manager
 DIFFICULT CONVERSATION
Manish is furious about the way the performance feedback session went that afternoon.
Rohit, the direct reportee, has been exceptionally impressive the entire last year. Rohit is a
BTech from NIT and MBA from IIM had joined ABC corporation as an Assistant Industrial
Sales manager in 2017. In the last few years, he has been one of the top performers in the
division and has been the recipient of Amazing Young Performer of the year in 2019.
Manish is 48 and has a son 18 years old studying in the same NIT from where Rohit has
completed his BTech. Manish always treats Rohit as his son and genuinely tries to groom
him. This year the company has decided to go for 360-degree appraisal and has included the
feedback of the clients and their peers. Although the task performance of Rohit has been
exceptional, few of the remarks of his colleagues (One has written that “He is a
self-centered and cocky individual.”
Another colleague who has compared him with a famous but self-centered football player
who cares for his performance instead of the team’s performance) has bothered Manish.
When he tried to broach this issue, Rohit became defensive and accused everyone of being
jealous of him. Manish is fully aware that Rohit is on the radar of many of their competitors,
and he never wanted to lose their star performer.
 PERFORMANCE APPRAISAL
ISSUES
What Gets Rated?
Traits (subjective)
Behaviors (subjective)
Outcomes (objective)
What Should Be Rated?
Individual performance
Team performance

10- 11
Which Rating Method to Use?

Methods for Rating

Performance

Simple Paired Forced

ranking comparison distribution
 SPECIFIC RATING METHODS
Graphic rating
scale

Behaviorally anchored
Critical incident method
rating scale (BARS)

Behavioral observation Management-by-objecti

scale (BOS) ves (MBO)
BEHAVIOURALLY ANCHORED
RATING SCALE
FORCED DISTRIBUTION
METHOD

Fig. 7.3. Forced Distribution Method

Fig 7.4 Examples of Graphic Rating Scales
Management by Objectives
FIG 7.6 BALANCED SCORE CARD (BSC) FRAMEWORK
HOW TO GIVE FEEDBACK?
Customise your feedback (Be objective)

Feedback based on job performance rather than person

Suggestions & Recommendations by Rater & Ratee (Road map)

Performance Support System

 Rating Errors

Common Rater
Bias Errors

Contrast Distributional Halo Horns

error errors error error
 Distributional Errors
Caused by Raters

Severity Leniency Central

error error tendency
PA DURING COVID-19
PANDEMIC
Strike a balance between transparency and empathy

Biases related to work setting ( WFH vs WFO)

Extension of working Hours

Not Respecting Work Life Balance

QUESTIONS ?????