1. Human Resouce Management
Garry Dessler
Human Resources
Management in Canada
Tenth Edition 07
Performance Appraisal:
The Key to Effective Performance Management
Human Resouce Management

2. Performance appraisal:
Evaluating an employee’s performance relative to his or her performance standard.
Performance Management
The overall system of goals setting, guidance of employees, performance appraisal, pay for performance, training and development, career management and disciplinary actions.
Human Resouce Management

3. Why Should Performance Be Appraised?
Provides information for promotion and salary decisions.
Provides opportunity for corrective action regarding performance.
Human Resouce Management

4. Performance Appraisal Problems
Similarity bias: The tendency to judge others more positively when they are like yourself.
Leniency bias: Rating employees more favorably than their performances merit.
Harshness bias: Rating employees more severely than their performances merit.
Central tendency: The tendency to select employee ratings in the middle of a scale.
Halo effect: rating attractive ones high and less attractive ones lower.
The high-potential effect. We often judge the person’s credentials rather than what the person has actually done for the organization.
Human Resouce Management

5. The Performance Appraisal Process
Three steps:
Setting work standards
Assessing actual performance relative to standards
Providing feedback to employee regarding performance
Human Resouce Management

6. Performance appraisal methods
Basic considerations in performance appraisal:
What to measure
How to measure
Human Resouce Management

7. Graphic Rating Scale Trait:_____ Ratings ____ Outstanding 4
Method-1 Graphic Rating Scale: a scale that lists a number of performance traits, performance for each and rates.
Graphic Rating Scale
Trait:_____ Ratings
____ Outstanding 4
____ Excellent 3
____ Good 2
____ Unsatisfactory 1
Human Resouce Management

8. Method-2 Alternation Ranking Scale
Trait: ____________
Highest-ranking employee
1. ________________ 4. ____________
2. _________________ 5. ____________
3. _________________ 6. ____________
Lowest-ranking employee
Human Resouce Management

9. Method-3 Paired Comparison Method
Trait: ____________
Employee
As Compared to: Art Bob Carl Diane
Art
Bob
Carl
Diane
Bob ranks highest
Human Resouce Management

10. Method-4 Critical Incident Method
keep a record of:
uncommonly good
Undesirable work-related behaviors
Human Resouce Management

11. Method-5 Narrative Forms
Writing essay on the performance of the employee.
Human Resouce Management

12. Human Resouce Management

13. Human Resouce Management

14. Human Resouce Management