Professional Documents
Culture Documents
SHRM 2009
Performance management:
> Dynamic, continuous process.
> Improves organizational effectiveness.
> Strategic goals.
Performance appraisal:
> Periodic (usually annual) event.
> Formal review.
> Last step in performance management process.
SHRM 2009
Supervisor:
> Documentation.
> Motivation.
Employee:
> Feedback.
> Support for career growth.
> Increased compensation.
SHRM 2009
SHRM 2009
SHRM 2009
Execution
Assessment
Review
SHRM 2009
1. Prerequisites
Prerequisites:
> Strategic planning.
> Job analysis.
SHRM 2009
2. Performance Planning
Employees must have thorough knowledge of the
performance management system.
Meeting between employee and manager.
Set SMART goals and measurement standards:
> Results.
> Behavior.
> Developmental plans.
SHRM 2009
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3. Performance Execution
Shared responsibility
> Employee responsibility:
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Appraiser discomfort.
Strictness/leniency.
Bias and lack of objectivity.
Manipulating the evaluation.
Halo/horns effect.
Central tendency error.
Recent behavior.
Supervisor unable to observe behavior.
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Tied to compensation.
Employees lack motivation.
Manager and employee dont agree on results.
Management reluctance.
No performance documentation.
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Legal issues.
Untrained raters.
Rater errors.
Rater distortion.
No grievance procedure.
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Communication.
Coaching.
Giving feedback.
Empathy.
Teamwork.
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