The document discusses performance appraisals in organizations. It defines performance appraisals as a system to review and evaluate job performance to assess accomplishments and develop plans for improvement. It also discusses performance management, where managers and employees work together to set expectations, review results, and reward performance. The document outlines the performance appraisal process, including planning goals, communicating them, establishing criteria, conducting reviews, and anticipating problems. It also discusses methods, responsibilities, legal implications, and ensuring effective appraisal systems.

1. 1
PERFORMANCE
APPRAISAL
(Management)

2. 2
Performance Appraisal Defined
 System of review and
evaluation of job
performance
 Assesses accomplishments
and evolves plans for
development

3. 3
Performance Management
 Process that significantly determines how
organization performs
 Managers and employees work together to
set expectations, review results and reward
performance.
 Platform for assessing individual and team
performance

4. 4
Appraiser Discomfort
 Performance appraisal
process cuts into
manager’s time
 Experience can be
unpleasant when
employee has not
performed well

5. 5
Employee Anxiety
 Creates anxiety for appraised employee
Rationale for Performance Appraisal
 Provides legal and other benefits for employers

6. 6
Uses of Performance Appraisal
 Human resource planning
 Recruitment and selection
 Training and development
 Career planning and development
 Compensation programs
 Internal employee relations
 Assessment of employee potential

7. 7
Performance Appraisal Process
Plan the Performance
Identify Performance Goals
Communicate Goals
Establish Performance Criteria
Determine: Responsibility
for Appraisal Appraisal Period
Appraisal Method(s)
Computer Software
Examine Work Performed
Appraise the Results
Conduct Appraisal Interview
Discuss Goals for Next Period
Anticipate and Consider
Problems in PA
Effective PA Systems
Management Support
Coaching and T&D

8. 8
Responsibility for Appraisal
 Immediate supervisor
 Subordinates
 Peers
 Self-appraisal
 Customer appraisal

9. 9
Performance Appraisal Methods
 360-Degree Feedback
 Rating Scales
 Critical Incidents
 Essay
 Work Standards
 Ranking

10. 10
The Appraisal Period
 Prepared at specific
intervals
 Usually annually or
semiannually
 Period may begin with
employee’s date of hire
 All employees may be
evaluated at same time

11. 11
Effective Appraisal System
 Job-related criteria
 Performance expectations
 Standardization
 Trained appraisers
 Continuous open communication
 Performance reviews
 Due process

12. 12
Legal Implications
 Adverse impact on protected classes
 The controlling of subordinate career
 Should have someone review and approve
appraisals
 The rater must have personal knowledge of
employee’s performance
 The appraisal system must use
predetermined criteria

13. 13
The Appraisal Interview
 Scheduling the
interview
 Interview structure
 Use of praise and
criticism
 Employees’ role
 Concluding the
interview