1. © Laura Portolese Dias 2011, published by Flat World Knowledge Human Resource Management By Laura Portolese Dias 11-1

2. © Laura Portolese Dias 2011, published by Flat World Knowledge This work is licensed under the Creative Commons Attribution-Noncommercial-Share Alike 3.0 Unported License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc- sa/3.0/or send a letter to Creative Commons, 171 Second Street, Suite 300, San Francisco, California, 94105, USA 11-2

3. © Laura Portolese Dias 2011, published by Flat World Knowledge Chapter 11 Employee Assessment 11-3

4. © Laura Portolese Dias 2011, published by Flat World Knowledge Learning Objectives 1.Define the reasons for a formal performance evaluation system. 2.Explain the process to develop a performance review system. 11-4

5. © Laura Portolese Dias 2011, published by Flat World Knowledge Performance Evaluation Systems Performance evaluation system – Definition – Purpose 11-5

6. © Laura Portolese Dias 2011, published by Flat World Knowledge Performance Evaluation Systems Steps in designing the system – How often – Pay increases – Goal setting – Formalization of the process Development of forms for each job Who will evaluate? 11-6

7. © Laura Portolese Dias 2011, published by Flat World Knowledge Performance Evaluation Systems Performance Evaluation System Errors – Halo effects – Validity issues – Reliability – Acceptability – Specificity 11-7

8. © Laura Portolese Dias 2011, published by Flat World Knowledge Performance Evaluation Systems Civil Service Reform Act – 1978 – Set standards for performance evaluations – Applied only to public employees – Helped guide private companies 11-8

9. © Laura Portolese Dias 2011, published by Flat World Knowledge Performance Evaluation Systems Discrimination and performance appraisals – 35 of 66 cases won – All had similar aspects 11-9

10. © Laura Portolese Dias 2011, published by Flat World Knowledge Performance Evaluation Systems Sources of Information – Managers – Self – Peer – Customer/Client – Subordinate 11-10

11. © Laura Portolese Dias 2011, published by Flat World Knowledge Learning Objective 1.Be able to describe the various appraisal methods. 11-11

12. © Laura Portolese Dias 2011, published by Flat World Knowledge Appraisal Methods Industry specific Job specific Four methods in creating appraisals – Trait method – Behavioral method – Comparative method – Results methods 11-12

13. © Laura Portolese Dias 2011, published by Flat World Knowledge Appraisal Methods Two components to evaluations – Criteria Definition – Rating Definition 11-13

14. © Laura Portolese Dias 2011, published by Flat World Knowledge Appraisal Methods Types of criteria and ratings – Graphic rating scale – Essay appraisal – Checklist scale – Critical incident appraisals 11-14

15. © Laura Portolese Dias 2011, published by Flat World Knowledge Appraisal Methods Types of criteria and ratings – Work standards approach – Ranking methods – MBOs – Behaviorally Anchored Rating Scale (BARS) 11-15

16. © Laura Portolese Dias 2011, published by Flat World Knowledge Learning Objectives 1.Be able to discuss best practices in performance review planning. 2.Be able to write an improvement plan for an employee. 11-16

17. © Laura Portolese Dias 2011, published by Flat World Knowledge Completing and Conducting the Appraisal 11-17

18. © Laura Portolese Dias 2011, published by Flat World Knowledge Completing and Conducting the Appraisal Training managers and employees – Ground rules – Steps in the process 11-18

19. © Laura Portolese Dias 2011, published by Flat World Knowledge Completing and Conducting the Appraisal Improvement plans – Shouldn’t be punitive – Help the employee succeed – Six components to an improvement plan 11-19

20. © Laura Portolese Dias 2011, published by Flat World Knowledge Completing and Conducting the Appraisal Organizing the process The interview types – Tell and sell – Tell and listen – Problem solving 11-20

21. © Laura Portolese Dias 2011, published by Flat World Knowledge Completing and Conducting the Appraisal Possible outcomes – Written feedback – Documented information – Pay raises/promotions – Improvement plans 11-21