Presentation on Appraisal and Managing Employee Performance

1. Appraising and Managing Employees
Performance
Satha Puthearath
NIU Guoying
LI Mengqi
Maria Villuendas
Prashanth Ramachandran

2. AGENDA
• Introduction
• Appraisal Process
• Performance Management and
Performance Appraisal
• Performance Appraisal Tools
• Problems to avoid during Appraisal
• Conclusion

3. What is Appraisal
“ Appraisal means evaluating an employees’
current and/or past performance relative to
is or her performance standard” – Dessler
• Opportunity to reflect on work and learning
needs to improve performance
• Ensures that employees are in tune with
developments in business and overall in
the organization

4. Appraisal Process

5. Why Appraise Employee?

6. Who should do appraising?

7. Benefit of Performance Appraisal

8. PERFORMANCE MANAGEMENT
Definition: “is the process to create an organizational
system that is fair, effective and widely understood by
all”.
begins when a job is defined as needed
It ends when an employee leaves the
organization.

9. PERFORMANCE MANAGEMENT
Six elements for performance
management:
 Direction sharing
 Goal alignment
 Ongoing performance monitoring
 Ongoing feedback
 Coaching and developmental support
 Recognition and rewards

10. PERFORMANCE MANAGEMENT
• Information technology used to:
Automate performance management
Supervise feedback and correct desviations in
real time
assign financial and non financial goals
 inform all employees of their goals
 Use Information technology
Take corrective action on a continuous basis

11. Different between performance
management and appraisal
Performance Appraisal Performance Management
Annual appraisal meeting Continuous review
Focus on Quantified objective Focus on Value, Behavior and
Objective
Often linked to pay Less likely to pay
Reviewed by HR Reviewed by line manager

13. Graphic Rating
Scale
Employee’s Name _____________
Department _____________
Rated by _____________
Date _____________
Unsatisfactory Questionable Satisfactory Outstanding
Quantity of work 1 2 3 4
Quanlity of work 1 2 3 4
Teamwork 1 2 3 4
Communication 1 2 3 4

14. Alternation
Ranking
Trait:
Teamwork

15. Paired
Comparison
Trait: Teamwork
As Compared to: Anna John Diane Thomas
Anna + + +
John - - +
Diane - + +
Thomas - - -

16. Forced
DistributionTop
20%
1’s
70%
Bottom 10%
2’s
3’s & “first to

17. Critical Incident

18. Narrative Forms
Source: http://catalog.flatworldknowledge.com/bookhub/2807?e=portolesedias_1.0-

19. Behaviorally Anchored Rating Scale
(BARS)

20. Mixed Standard Scales
Teamwork:
1.Example T1(high)
2.Example T2(medium)
3.Example T3(low)
Quality
4. Example Q1(high)
5. Example
Q2(medium)
6. Example Q3(low)
1.Example T2
2.Example Q3
3.Example Q1
4.Example T1
5.Example Q2
6.Example T3
Better, the same, worse
than

21. Conversation Days
Using Multiple Methods
Electronic Performance
Monitoring (EPM)
Computerized & Web-Based
Management by Objectives (MBO)

22. The problems to avoid in appraising
performance
• Leniency error
• Hallo error
• Similarity error
• Central tendency

23. Leniency
Performance appraisal distortion caused by
evaluating employees against one's own value
system.

24. Halo error
The tendency to let our assessment of an
individual on one trait influence our evaluation
of that person on other specific traits.

25. Similarity error
Evaluating employees based on the way an
evaluator perceives himself or herself.

26. Central tendency
The tendency of a rater to give average ratings.

27. Conclusion
Phew – Here’s a brief recap
• Begin the year by telling the employee what is
expected out of him focusing on the value of the
organization
• Monitory feedback as when required
• Reward performance when it’s good
• Document performance along the way
• Use the appropriate appraisal tools to ensure
that the employee gets what he/she deserves
• Accurately address performance in the appraisal

28. To lighten the moment
http://www.youtube.com/watch?v=eN1VHCfz12E