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    Chapter 7

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    FTU.CS2 Trần Vinh Quang

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    © All Rights Reserved
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    Chapter 7

    Uploaded by

    FTU.CS2 Trần Vinh Quang
    139 views41 pages

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    Copyright:

    © All Rights Reserved
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    Download as pdf or txt
    139 views41 pages

    Chapter 7

    Uploaded by

    FTU.CS2 Trần Vinh Quang

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 41

    Human Resource Management

    Sixteenth Edition, Global Edition

    Chapter 9

    Performance Management
    and Appraisal

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objectives (1 of 2)
    9.1 Describe the performance appraisal process.
    9.2 Discuss the pros and cons of at least eight traditional
    performance appraisal methods.
    9.3 Give examples of how to deal with potential appraisal
    error problems.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objectives (2 of 2)
    9.4 List steps to take in the appraisal interview.
    9.5 Explain key points in how to use the appraisal interview
    to boost employee engagement.
    9.6 Explain how you would take a performance
    management approach to appraisal.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objective 9.1: Describe the
    Performance Appraisal Process

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    Basics of Performance Appraisal
    • The performance appraisal process
    1. Sets work standards
    2. Assesses performance
    3. Provides feedback to the employee

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Why Appraise Performance?
    Five reasons:
    1. Used for pay, promotion, and retention decisions
    2. Links performance management to company goals
    3. The manager can correct deficiencies and reinforce
    strengths
    4. With appraisals employees can review career plans
    5. Training needs are identified

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Defining the Employee’s Goals and
    Performance Standards
    1. Goals
    2. Job dimensions or Traits
    3. Behaviors or Competencies

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Improving Performance: HR as a Profit
    Center

    Setting Performance Goals at Ball Corporation

    Let’s talk about it…

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Improving Performance: HR Tools for
    Line Managers and Small Businesses

    How to set Effective Goals

    Let’s talk about it…

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Who Should Do the Appraising?
    1. Peer Appraisals
    – Crowd appraisals
    – Virtual games
    2. Rating Committees
    3. Self Ratings
    4. Appraisal by Subordinates
    5. 360-Degree Feedback

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objective 9.2: Discuss the Pros
    and Cons of at Least Eight Traditional
    Performance Appraisal Methods

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Traditional Tools for Appraising
    Performance (1 of 2)
    1. Graphic Rating Scale
    2. Alternation Ranking Method
    3. Paired Comparison Method
    4. Forced Distribution Method
    5. Critical Incident Method

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Traditional Tools for Appraising
    Performance (2 of 2)
    6. Narrative Forms
    7. Behaviorally Anchored Rating Scale (BARS)
    8. Management by Objectives (MBO)

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Appraisal in Practice
    • Using Forms, Installed Software, or Cloud-Based Systems
    • Computerization expedites appraisals

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Electronic Performance Monitoring
    • Electronic performance monitoring (EPM) systems
    – use computer network technology to allow managers
    to monitor their employees’ computers.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Additional Techniques
    • Conversation days
    • Using multiple methods

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Trends Shaping HR: Customized Talent
    Management

    Customizing of Appraisals

    Let’s take a look…

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objective 9.3: Give Examples
    of How to Deal with Potential Appraisal
    Error Problems

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Dealing with Rater Error Appraisal
    Problems
    • Potential rating problems
    – Unclear standards
    – Halo Effect
    – Central Tendency
    – Leniency or Strictness
    – Recency Effects

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Diversity Counts the Problem of Bias

    Bias

    The tendency for individual differences to affect judgments

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    The Need for Fairness (1 of 4)
    Figure 9-10: Checklist of Best Practices for Administering
    Fair Performance Appraisals
    • Base the performance review on duties and standards
    from a job analysis.
    • Try to base the performance review on observable job
    behaviors or objective performance data.
    • Make it clear ahead of time what your performance
    expectations are.
    • Use a standardized performance review procedure for all
    employees.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    The Need for Fairness (2 of 4)
    • Make sure whoever conducts the reviews has frequent
    opportunities to observe the employee’s job performance.
    • Either use multiple raters or have the rater’s supervisor
    evaluate the appraisal results.
    • Include an appeals mechanism.
    • Document the appraisal review process and results.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    The Need for Fairness (3 of 4)
    • Discuss the appraisal results with the employee.
    • Let the employees know ahead of time how you’re going
    to conduct the reviews.
    • Let the employee provide input regarding your
    assessment of him or her.
    • Indicate what the employee needs to do to improve.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    The Need for Fairness (4 of 4)
    • Train the supervisors who will be doing the appraisals.
    Make sure they understand the procedure to use, how
    problems (like leniency and strictness) arise, and how to
    deal with them.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Know Your Employment Law

    Appraising Performance

    Let’s take a look…

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objective 9.4: List Steps to
    Take in the Appraisal Interview

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    Managing the Appraisal Interview
    • Appraisal Interview – an interview in which the
    supervisor and subordinate review the appraisal and
    make plans to remedy deficiencies and reinforce
    strengths.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    How to Conduct the Appraisal Interview
    • Preparation
    • Planning
    – Steps to Take
    – Measure Success
    – Date to Complete
    • Coaching

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Guidelines to Conducting the Appraisal
    Interview
    • Objective data
    • Don’t get personal
    • Encouragement
    • Agreement

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    How to Handle a Defensive Subordinate
    • Recognize behavior
    • Never attack defenses
    • Postpone action
    • Recognize limitations

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    How to Criticize a Subordinate
    • Maintain his or her dignity
    • Discuss in private
    • Provide constructive criticism
    • Provide examples
    • Give feedback periodically
    • Be objective and free of personal bias
    • Get agreement on a plan

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    How to Handle a Formal Written
    Warning
    • Weak performance may require a formal written warning.
    • Serve two purposes:
    – to shake your employee out of his or her bad habits,
    and
    – to help you defend your rating to your own boss and
    (if needed) to the courts.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objective 9.5: Explain Key Points in
    How to Use the Appraisal Interview to Boost
    Employee Engagement

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Employee Engagement Guide for
    Managers
    • Use the Appraisal Interview to Build Engagement
    – Show how efforts contribute to the “big picture”
    – Emphasize the meaningfulness
    – Be candid and objective
    – Share what he or she needs to do a good job
    – Don’t unnecessarily emphasize the negatives
    – Listen to their ideas
    – Discuss in the context of his or her career
    – Ensure interviewee views the appraisal as fair

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Learning Objective 9.6: Explain How You
    Would Take a Performance Management
    Approach to Appraisal

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Performance Management
    • Performance appraisal is fine in theory, but in practice,
    appraisals don’t always go smoothly.
    • Performance Management
    – the continuous process of identifying, measuring, and
    developing the performance of individuals and teams
    and aligning their performance with the organization’s
    goals.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Total Quality Management and
    Performance Appraisal
    • Maximizing customer satisfaction through continuous
    improvements
    – Cease Dependence
    – Continuous Improvement
    – Extensive Training
    – Drive out Fear
    – Remove Barriers
    – Self Improvement

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    What is Performance Management?
    • Performance management is the continuous process of
    identifying, measuring, and developing the performance of
    individuals and teams and aligning their performance with
    the organization’s goals.

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Trends Shaping HR: Digital and Social
    Media

    Technology to Support Performance Management

    Let’s take a look…

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    The Manager’s Role in Performance
    Management
    • Having the right philosophy
    • Having the right on-the-job behaviors

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved


    Chapter 9 Review

    What you should now know….

    Copyright © 2020 Pearson Education Ltd. All Rights Reserved

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