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Tthrm13performance Management 2web - 10

This document discusses various methods for performance evaluation and management. It covers trait-based, behavior-based, and results-based appraisal forms and their advantages and disadvantages. Behavior-based methods like BARS and BOS focus on observable behaviors with examples. Results-based methods appraise employees based on quantitative metrics like sales volume or management by objectives. The performance management cycle includes planning, coaching, rating, and discussions. Managing ineffective performance may require training, transfers, discipline, or discharge. Performance is determined by ability, motivation, and environmental factors.

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Salman Ahmad Kahloon
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45 views23 pages

Tthrm13performance Management 2web - 10

This document discusses various methods for performance evaluation and management. It covers trait-based, behavior-based, and results-based appraisal forms and their advantages and disadvantages. Behavior-based methods like BARS and BOS focus on observable behaviors with examples. Results-based methods appraise employees based on quantitative metrics like sales volume or management by objectives. The performance management cycle includes planning, coaching, rating, and discussions. Managing ineffective performance may require training, transfers, discipline, or discharge. Performance is determined by ability, motivation, and environmental factors.

Uploaded by

Salman Ahmad Kahloon
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Performance Management 2

MANA 3320
Dr. Jeanne Michalski
[email protected]

Performance Management

Methods used for performance evaluation.

Conducting an effective performance


appraisal interview.

Appraisal Forms

Least important elements of the appraisal process


Appraisal forms most often contain multiple styles

Approaches to Appraisal Forms


Trait
Behavior
Results / Outcomes
Global / Essay

Trait-Based Appraisals

Characteristics that are enduring and general

Competency models vs. Trait-based appraisal

e.g. Leadership Communication Decisiveness

Are the characteristics really related to performance?

Potential Problems

Focus on person rather than performance


May be ambiguous or arbitrary
Poor feedback and goal setting
Poor reliability and validity

Behavior-Based Appraisal

Focus on specific behaviors with examples


1. Behavioral Frequency / Observation Scale (BOS)
2. Behaviorally Anchored Rating Scales (BARS)

Positives

More valid and reliable


Acceptable to employees
Better for development and improvement

Behavior-Based Appraisal
Potential Problems

Difficult and expensive to develop


Needs to match jobs closely to be effective
Behaviors may be hard to develop and interpret
Emphasizes behaviors (at the expense of others?)
Focuses on behavior rather than results
May be no more reliable and valid than simple scale

Process of developing the rating system is more


important than the system itself.

Behavioral Methods

Behaviorally Anchored Rating Scale (BARS)

Consists of a series of vertical scales, one for each


dimension of job performance; typically developed by a
committee that includes both subordinates and managers.

Behavior Observation Scale (BOS)

A performance appraisal that measures the frequency of


observed behavior (critical incidents).

BARS For Municipal Fire


Companies
FIREFIGHTING STRATEGY: Knowledge of Fire Characteristics.

Behavior Observation Scales


(BOS)

Results Methods

Productivity Measures

Appraisals based on quantitative measures (e.g., sales


volume) that directly link what employees accomplish to
results beneficial to the organization.

Criterion contamination
Focus on short-term results

Management by Objectives (MBO)

A philosophy of management that rates performance on the


basis of employee achievement of goals set by mutual
agreement of employee and manager.

Results-Based Appraisal
Uses future results as performance targets
Challenge is setting goals and measures

Can the goals be quantified?


Unique goals for every individual

Appraisal forms tend to be very simple


Still need a rating scale

Performance Appraisal under an MBO Program

Results Methods

Advantages

Have less subjectivity bias


Are acceptable to employees and superiors
Link individual to organizational performance
Encourage mutual goal setting
Are good for reward and promotion decisions

Disadvantages

Are time-consuming to develop/use


May encourage short-term perspective
May use contaminated criteria
May use deficient criteria

Comparison of Appraisal
Forms

Ease of Use

Traits
Behaviors
Results

Employee
Development

Legal
Defensibility

High

Low

Low

Medium

High

High

Low

Medium

Medium

Performance Rating Approaches


Number of categories
Example - 5 levels
Consistently exceeds expectations, exceeds
expectations, meets expectations, does not meet
expectations, does not meet any expectations

Many supervisors believe they can differentiate however


have a hard time explaining these distinctions in a way that
employees in a way that employees can understand and
accept.

Performance Rating Approaches

Number of categories

Can be controversial- experts dont agree on what number of


categories are correct
Some believe more categories - more accurately performance may be
evaluated
On other hand too many categories makes hard to objectively
differentiate performance at each of the levels.
Choice of words important - no one wants to be average
Do you have an even or odd number of categories
Trend is too fewer rating categories

Performance Management Cycle

Planning Performance for the Upcoming Period

Defining key results for each position (usually 5-8) that


support the organizations business strategy
Establishing performance standards against which key result
areas will be measured
May assign a weight to each key result since all key results
are NOT equal adds complexity

Performance Management Cycle

Coaching Performance and Giving Feedback


Throughout the Period

Structured feedback like mid-period, quarterly, or monthly


progress reviews
Informal feedback throughout the process

Rating Performance for the Just Completed Period

One of the most challenging aspects is the approach for


rating employee performance

The Performance Appraisal


Discussion

Managing Ineffective Performance

Possible Courses of Action

Provide training to increase skills and abilities


Transfer employee to another job or department
Attention of actions to motivate employee
Take disciplinary action
Discharge the employee

Cautions

All actions taken must be objective and fair.

Diagnosing Performance
Problems
What determines human performance in any situation?

Diagnosing Performance
Problems
Performance = f (Ability, Motivation, Environment)
Ability

Motivation

Environment

Technical Skills

Goals / Expectations

Job Design

Analytical Skills

Career Motivation

Equipment / Materials

Interpersonal Skills

Employee Conflict

Rules and Policies

Physical Limitations

Employee Satisfaction

Economic Conditions

Business Knowledge

Boredom / Frustration

Management Support

Performance Diagnosis

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