e-Training Solutions Objectives What is performance management? Step 1: Develop a Performance Plan Step 2: Keep the Plan on Track Step 3: Complete.

Slides:

Advertisements

Similar presentations

“A different approach to HR” Training & Development Performance Management Process Discipline Process.

Advertisements

Conducting Effective Performance Appraisals

2010 Performance Evaluation Process Information Session for Supervisors.

Performance Management and Appraisal

Gathering Performance Information: Overview

2012 Performance Evaluation System. Why An Evaluation? O Set expectations between Supervisor and the employee. O Valuable tool for an employees in their.

Performance Evaluation/Management Training

Chapter 08 Performance Management Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin Human Resource Management:

Chapter 5 Staffing Supervision: Concepts and Practices of Management, Second Canadian Edition Hilgert, Leonard, Shemko, and Docherty © 2005 by Nelson,

EVALUATING EMPLOYEE PERFORMANCE

Chapter 10 Establishing the Performance Management System

Appraising Performance You have to get ongoing constructive feedback to push you out of your comfort zone. —Kevin Sharer, CEO, Amgen Chapter 17 Copyright.

Performance Appraisal in the Public Sector

Performance Appraisal

Human Resource Management, 8th Edition

Performance Appraisal Performance appraisal is the systematic description of an employee’s job relevant strengths and weaknesses.

OH 9-1 Evaluating Employee Performance Human Resources Management and Supervision OH 9-1.

Establishing the Performance Management System

Performance Management: A System for Success UCLA Library.

2010 Performance Evaluation Process Information Session for Staff

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Performance Appraisal

Performance Appraisal

1-1 Human Resource Management Gaining a Competitive Advantage Chapter 8 Performance Management McGraw-Hill/Irwin Copyright © 2008 by The McGraw-Hill Companies,

Performance Management

Performance Management

Performance Management

PROGRAMS MONITORING AND SUPERVISION

1 © 2008 EAPtools.com Evaluating Performance. 2 4 Give employees ongoing feedback on their performance so that they always know what they’re doing right—and.

Performance Appraisal Process November 2011 – Human Resources.

Sexual Harassment in the Workplace. Definition  What is sexual harassment? –Sexual harassment has been defined by the Equal Employment Opportunity Commission.

Chapter 9: Performance Leadership

Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Australian Human Resources Management by Jeremy Seward and Tim Dein Slides prepared by Michelle.

Chapter 10 Performance Management GROUP MEMBERS Muhammad Waqas Aftab Tahir Ahsan Ijaz Waqas Mehmood Shahyar Shahzad Muhammad Subayal.

1 CHAPTER 5 PERFORMANCE APPRAISAL. 2 DEFINITION Performance appraisal involves: –Identification Determining what areas of work the manager should be examining.

Performance Appraisal—An Important Component of Performance Management

1 Unit 4 Managing Employee Performance and Performance Appraisal.

Performance Management for Low Employee Performance April 10, 2007 by Edra Pinckney Employee Relations Consultant (843) Human Resources Management.

Fundamentals of Human Resource Management

Developing and Validating an Assessment Measure. Goals, Objectives & Criteria  It is critical that employees have a clear understanding about what part.

Lecture 10: Performance Appraisal. Class Overview n Course Administration n Performance Appraisal Discussion.

1 Appraising Employee Performance Performance Appraisals (Both an evaluation and a development tool) A review of past performance that emphasis positive.

4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Performance Appraisal Principles and Systems.

STAFFING- CHAPTERS 19, 20, & 21 CHAPTER 19. The Staffing Process Identification of job descriptions and job specifications to determine qualifications.

1. Describe the three purposes of the performance appraisal. 2. Differentiate formal and informal performance appraisals. 3. Describe key legal concerns.

 Check Job description for accuracy.  Ensure expectations are mutually understood.  Keep notes and other documentation.  Review progress frequently.

Performance Appraisal Appraisal for: non repetitive jobs Key Result Area for: repetitive jobs.

Successfully Conducting Employee Performance Appraisals Wendy L. McCoy Director HR & Benefits Florida Conference of The United Methodist Church.

Chapter 7 Rewards and Performance Management

Improving Communication Unit 3: Management Challenges.

Center for Learning and Professional Development Managing Your Performance Evaluation v1.3 July 31, 2013 Managing Your Performance Evaluation.

WITH THE NAME OF ALLAH THE MOST MIGHTY AND MERCIFUL. 1.

Unit II PERFORMANCE FEEDBACK.

1 Chapter 19: Evaluating Performance Coaching Essentials of Performance Evaluation Making the Evaluation The Appraisal Interview Follow-Up Legal Aspects.

Advances in Human Resource Development and Management Course code: MGT 712 Lecture 10.

Edward Taylor Al Renner Lois Robinson Training Supervisors To Avoid Performance Appraisal Pitfalls.

Chapter 8 Performance Management and Appraisal

Performance Evaluation Policy Macon County. Performance Appraisal is a process... Not a form or document.

Introduction to SEPAP: An Explanation of the Program  Importance of employee participation in the appraisal process  Learn the three phases of SEPAP.

Performance Appraisal Determinants and obstacles Definition Importance Uses Process of appraisal Methods Goal setting Sources Errors.

Welcome. Employee Performance Appraisal Program PRESENTED BY Hector Guerrero HR Representative I MASS (Edinburg)

Preparing and Delivering Effective Performance Reviews

Management Miss Samah Ishtieh Course 08/09/1439.

Disaster Frontline Supervisor

Establishing the Performance Management System

Establishing the Performance Management System

Performance Management Process

Supervising, Goals and Evaluations – One Size Does Not Fit All

Performance Management and Appraisal

Communicating Expectations Through Job Descriptions

Presentation transcript:

e-Training Solutions

Objectives

What is performance management? Step 1: Develop a Performance Plan Step 2: Keep the Plan on Track Step 3: Complete an Annual Review

The benefits of performance management? Input from Employee MANAGER EMPLOYEE Feedback from Manager

Step 1: develop a plan  Job Description  Performance Factors  Goals & Objectives

Goals and Objectives Specific Measurable Attainable Results-Oriented Time-Bound

Who works for you?

F-requent Feedback Frequent feedback ensures that employees are given feedback at their unique rates of need.

A-ccurate Feedback Accurate feedback ensures employees receive feedback that is correct, balanced, and appropriate.

S-pecific Feedback Specific feedback helps the recipient define exactly what next steps are needed to achieve the best results.

T-imely Feedback Timely feedback ensures employees receive feedback soon enough for it to have an impact on performance.

T-imely Feedback Timely feedback ensures employees receive feedback soon enough for it to have an impact on performance.

Step 43 Annual Performance Review nAssemble the information nChoose a rating nWrite the narrative: results and examples nDraft new goals

Pitfalls to accurate reviews ÊRelying on gut feelings ËOver-emphasizing the employee’s recent performance ¸ Lowering your standard ¹ “Softening” a ratio to avoid confrontation

Pitfall #5 Letting personal biases get in the way zNegative/positive leniency zCentral tendency zAttribution bias zComparison syndrome zFirst impression distortion z Halo effect z “Similar to me” distortion z Stereotyping z Blaming personality, not behavior.

Step 5: Review your evaluation with your supervisor or Human Resources 4Brings fresh perspective to the evaluation 4Counsels you on how to handle poor performance issues 4Ensures your procedures are in line with company policies. 4Ensures the appraisal is conducted according to Equal Employment Opportunity Commission guidelines 4Ensures performance documentation supports your salary recommendation

Step 6: Schedule the review  Choose a private place for the review meeting  Select the best day and time  Notify the employee

Step 7: Conduct the performance review 7Welcome the employee 7Employee presents his or her self-evaluation 7You present your evaluation 7Jointly develop a new performance plan 7Discuss the employee’s salary change 7Schedule the first progress review meeting 7Ask for the employee’s signature on review form 7Send documentation to Human Resources

The seven steps of performance management helps...