Employee performance appraisal
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Employee performance appraisal
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Employee performance appraisal
- 2. Introduction Definition Difference between performance appraisal and performance management Advantages of Performance Management System Disadvantages of Poorly-implemented Performance Management System Components of Performance Management Systems Role of Performance Management Systems Characteristics of a Performance Management Systems Examples of performance management Content
- 3. Performance management Performance management is a continuous process of identifying, measuring and developing performance in organizations by linking each individual’s performance and objectives to the organization's overall mission and goals.
- 4. Alignment of organization plan with individual Performance Individual Performance Results, Behaviors, Developmental Plan Job Description Tasks, KPAs, KPIs Unit’s Strategic Plan Mission, Vision, Goals, Strategies Organization’s Strategic Plan Mission, Vision, Goals, Strategies
- 5. Performance appraisal Performance Management • Assesses employee Strengths & Weaknesses • Once a year • linked to compensation • Top-down assessment • Driven by HR • Bureaucratic with a focus on paperwork • Lacks ongoing feedback • Strategic business considerations • Ongoing and continuous feedback • More likely to involve dialogue (KPR & KPI) • Flexible process • Conducted by managers and supervisors Evaluating the performance of employees typically to determine reward Managing and developing employee performance to foster growth within the organisation
- 6. Modern Portfolio Presentation You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. • The definitions of job and success are clear • Motivation to perform is increased • Self-esteem is increased • Self-insight and development and enhanced Employees • Supervisors’ views of performance are communicated more clearly • Managers gain insight about subordinates • There is better and more timely differentiation between good and poor performers Managers • Organizational goals are made clear • Organizational change is facilitated • Administrative actions are more fair and appropriate • There is better protection from lawsuits Organization Advantages of Performance Management Systems for:
- 7. Modern Portfolio Presentation You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. • Lowered self-esteem • Employee burnout and job dissatisfaction • Damaged relationships • Use of false or misleading information Employees • Increased turnover • Decreased motivation to perform • Unjustified demands on managers’ resources Varying and unfair standards and ratings Managers • Wasted time and money • Unclear ratings system • Emerging biases • Increased risk of litigation Organization Disadvantages of Poorly-implemented Performance Management Systems
- 8. Performance Planning Performance Appraisal and Reviewing Feedback on the Performance followed by personal counseling Rewarding good performance Potential Appraisal Performance Improvement Plans Components of Performance Management Systems
- 9. Role of Performance Management Systems • To help top management achieve strategic business objectives Strategic Purpose • To furnish valid and useful information for making administrative decisions about employees Administrative Purpose • To inform employees about how they are doing and about the organization's and the supervisor’s expectations Informational Purpose • To allow managers to provide coaching to their employees Developmental Purpose • To provide information to be used in workplace planning and allocation of human resources Organizational maintenance Purpose • To collect useful information that can be used for various purposes (e.g., test development, personnel decisions) Documentation Purpose .
- 11. Strategic congruence Practicality Meaningfulness Specificity Identification of effective and ineffective performance Reliability and Validity Acceptability and fairness Inclusiveness Openness Correctability Standardization Ethicality Characteristics of an Performance Management Systems
- 12. Elements of Effective Performance Management Goal setting Transparent communicat Employee development Honest and regular feedback and reviews Employee recognition Collaboration
- 13. Objectives and Key Results system Pulse surveys feedback system Peer-to-peer feedback system Meet Our Team Fluid performance management system Examples of performance management Everyday Performance Management system.
Notes de l'éditeur
- https://talentmanagement360.com/the-difference-between-performance-management-and-performance-appraisal/ https://talentmanagement360.com/the-difference-between-performance-management-and-performance-appraisal/
- Performance Planning: Performance planning is the first crucial component of any performance management process which forms the basis of performance appraisals. Performance planning is jointly done by the appraisee and also the reviewee in the beginning of a performance session. During this period, the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget., which is finalized after a mutual agreement between the reporting officer and the employee. Performance Appraisal and Reviewing: The appraisals are normally performed twice in a year in an organization in the form of mid reviews and annual reviews which is held in the end of the financial year. In this process, the appraisee first offers the self filled up ratings in the self appraisal form and also describes his/her achievements over a period of time in quantifiable terms. After the self appraisal, the final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome. This has been discussed in the performance feedback section. Feedback on the Performance followed by personal counseling and performance facilitation:Feedback and counseling is given a lot of importance in the performance management process. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counseling and guidance, mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity. Rewarding good performance: This is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded. This stage is very sensitive for an employee as this may have a direct influence on the self esteem and achievement orientation. Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection. Performance Improvement Plans: In this stage, fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives. The employee is clearly communicated about the areas in which the employee is expected to improve and a stipulated deadline is also assigned within which the employee must show this improvement. This plan is jointly developed by the appraisee and the appraiser and is mutually approved. Potential Appraisal: Potential appraisal forms a basis for both lateral and vertical movement of employees. By implementing competency mapping and various assessment techniques, potential appraisal is performed. Potential appraisal provides crucial inputs for succession planning and job rotation.
- https://www.valamis.com/hub/performance-management