Download presentation
Presentation is loading. Please wait.
Published byHarriet Conley Modified over 6 years ago
1
12 PERFORMANCE APPRAISAL Supervision Today! 7th Edition
Appraisal, Safety, Negotiation, Change, and labor Relations PERFORMANCE APPRAISAL 12 Supervision Today! 7th Edition Stephen Robbins David DeCenzo Robert Wolter
2
Chapter Outcomes Describe the three purposes of the performance appraisal. Differentiate formal and informal performance appraisals. Describe key legal concerns in performance appraisals. Identify the three most popular sets of criteria that supervisors appraise. Contrast absolute and relative standards. List human errors that can distort performance appraisal ratings. Describe what is meant by term 360-degree appraisal. Describe the purpose of employee counseling. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
3
Performance appraisal defined
A review of past performance that emphasizes positive accomplishments as well as deficiencies; a means for helping employees improve future performance. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
4
Performance appraisers
Supervisor Peers Self Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
5
Review guidelines Prepare for and schedule the appraisal
Create a supportive environment Describe the purpose of the appraisal Involve the employee in the appraisal Focus discussion on work behaviors Support evaluation with specific examples Provide positive feedback and feedback for improvement Ensure that employees understand what was discussed Generate a development plan Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
6
Legality Performance appraisal policies set forth in organizational handbooks are increasingly construed as binding unilateral contracts. Do everything possible to avoid the appearance of prejudice and discrimination. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
7
Absolute-standards measurements
Written essays Critical incidents Checklists Adjective rating scales Behaviorally Anchored Rating Scales (BARS) Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
8
Sample items from a checklist appraisal form.
EXHIBIT 12–2 Sample items from a checklist appraisal form. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
9
Example of adjective rating scale items.
EXHIBIT 12-3 Example of adjective rating scale items. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
10
Sample BARS for an employee relations specialist.
EXHIBIT 12–4 Sample BARS for an employee relations specialist. Source: Reprinted from Business Horizons, August Copyright 1976 by The Foundation for the School of Business at Indiana University. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
11
Relative standards Group-order ranking Individual ranking
Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
12
Group-order ranking distribution.
EXHIBIT 12–5 Group-order ranking distribution. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
13
Objectives Objectives must be: Tangible Verifiable Measurable
Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
14
Potential problems in performance appraisals
Leniency error Halo error Similarity error Recency error Central tendency error Inflationary pressures Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
15
Overcoming appraisal hurdles
Continually document employee performance Use behaviorally-based measures Combine absolute and relative standards Use multiple raters Rate selectively Participate in appraisal training Conduct performance appraisals of teams Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
16
The counseling process.
EXHIBIT 12–6 The counseling process. Supervision Today!, 7/e Robbins, DeCenzo, Wolter © 2013 Pearson Education Uppers Saddle River, NJ 07458, All Rights Reserved
Similar presentations
© 2024 SlidePlayer.com. Inc.
All rights reserved.