1. Performance Management OS652 HRM Fisher October 19, 2004

2. 2 Agenda Brief review of APA format for citations Why do we conduct performance appraisal? Performance appraisal vs. performance management Different types of performance appraisal Manager ’ s role in performance management – Rating errors

3. 3 APA Format Use for citations; not needed for the rest of the paper (just make sure your headings make sense) Purpose – Give credit to others for their ideas – Allow your reader to find the source if they are interested Quotations vs. paraphrasing

4. 4 In-paper references Paraphrasing – According to Fisher and Howell (2004), …. – Both supplementary and complementary fit are important (Kristof, 1996). Quotation – Klein and Sorra (1996) defined innovation-values fit as “ the extent to which targeted users perceive that use of the innovation will foster (or conversely, inhibit) the fulfillment of their values ” (p. 1063). – Even something as simple as an intranet web page should have a strategic message behind it, otherwise it can “ run the risk of damaging rather than enhancing ” communications (Sharp, 2001, p.7).

5. 5 Reference List Sources are presented in alphabetical order by author last name. Must provide – Author(s) – Publication year – Title of article – Title of publication, volume and issue numbers – Page numbers (if presented) For more info, see the APA Publication Manual, or these websites – http://www.turnitin.com/research_site/e_citation.html http://www.turnitin.com/research_site/e_citation.html – it.stlawu.edu/~psychology/Resources/APA_Style/apa.htm – www.lib.duke.edu/libguide/citing.htm Web sites are more complicated – don ’ t always have full information. See www.apastyle.org/elecref.html

6. 6 Discussion Questions Why do we conduct performance appraisal? What are the intended benefits? What are the costs? Why are performance appraisals so unpleasant for everyone involved? How does performance appraisal differ from performance management?

7. 7 Legal issues Performance appraisal is considered a selection procedure. Why? What does this mean for how we – Develop appraisal systems? – Conduct appraisal? As with selection, fairness is a big concern

8. 8 Defining performance criteria Usually done by HR department, but … Derived from job analysis – Maximize relevant content (validity) – Minimize contamination, deficiency Types of criteria – Behaviors – Outcomes – Traits – Objective vs. subjective

9. 9 Rating Formats Intent of selecting the “ right ” rating format is to help increase reliability of the system – How is reliability related to rating format? Some common formats – Graphic rating scales – BARS Pros and cons of each?

10. 10 Comparison Systems Ranking (1 to n) Forced distribution – Used by some highly successful organizations (GE, 3M, Texas Instruments, EDS, Microsoft, HP) – Numerous organizations have been sued because of it (e.g., Ford, Conoco, Goodyear) – When to use? When not to use? – Good recent article: Meisler, A. (2004). Dead Man ’ s Curve. Workforce Management. Retrieved from www.workforce.com on Sept. 30, 2004.www.workforce.com Paired comparison

11. 11 Evaluating Performance Common rater errors – Leniency/strictness – Central tendency – Halo/horns – Stereotyping Training can reduce errors (the conscious ones at least) Forced distribution systems often intended to address rater errors

12. 12 For next class Topic: Performance management continued In class exercise Presentation