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2. 2 MGT 631 HUMAN RESOURCE MANAGEMENT Topic 8: Supervision & Performance Appraisal

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4.  Explain relevant roles & responsibilities of managers  Identify skills required for effective supervision  Detail performance management and supervisor roles  Outline the functions of performance appraisal  Discuss effective performance appraisal processes 4

5. Supervisor Roles Set achievable goals Motivate Staff Clear communication Provide required resources 5

6. Technical Job Related Organizational & Conceptual Interpersonal & People 6

7. Too Much Too Little Delegation of Responsibilities to Staff Lack of guidance Lack of responsibility Laziness Lack of trust Micromanager Lack of concern for employee development 7

8. Performance Management Process 8

9.  The performance appraisal provides a means for discussing, planning and reviewing the performance of each employee  Helps employees clearly define and understand their responsibilities, provide criteria by which their performance will be evaluated and suggest ways in which they can improve performance  Identifies employees with potential for advancement within the Company  Helps managers distribute and achieve departmental goals  Provides a fair basis for awarding compensation based on merit 9

10.  Assess completion of job objectives  Measure competencies  Provide backward & forward look of employee performance  Identify performance gaps and training needs  Validate reward systems  Determine development opportunities  Identify high performing employees (Succession Planning) 10

11. Halo Effect Higher than deserved ratings based on general feelings of admiration Horn Effect Lower than deserved ratings based on general feelings of dislike Central Tendency Rating all employees as “satisfactory” to avoid disputes Personal Bias Higher or lower ratings based on personal prejudice Leniency Consistently rating all employees higher than deserved Strictness Consistently rating all employees lower than deserved Recency Overemphasizing most recent behavior (good or bad) in the rating Similar to me Rating employees higher because they reflect similar characteristics to the rater 11

12. Self Assessment Manager Review Peer Review Subordinate Review Customer Review 12

13.  A performance method where the manager and the employee mutually identify common goals (objectives) and the skills necessary to accomplish them during the performance period.  Objectives align with department goals and organizational strategy  Most common and effective assessment methods of performance management programs 13

14. SpecificMeasurableAchievableRelevantTime-Bound 14

15.  Key Performance Indicators (KPIs)  Critical Success Factors (CSFs)  Targets  Milestones  Balance Score Card (BSC)  Performance Prism Goals and objectives can be Strategic, Operational or Developmental 15

16.  All performance reviews should have a face-to-face component between employee and manager  Uninterrupted time should be reserved for discussion  Employee should be given sufficient notice of meeting  Both parties should prepare for the meeting to document performance and defend positions  Manager should use both praise and criticism  Discuss & document both past & future performance  Development activities should be planned  An appeal system for employees should be provided End 16

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