TEACHER PERFORMANCE

Dr. Tengku Faekah binti Tengku Ariffin

Educational Studies
College of Arts & Sciences
SKP Building 0.89
faekah@uum.edu.my
HUMAN RESOURCE PRACTICES

Performance Management
 In Performance Management:
 you make plan how to improve performance
 there is dialogue between the supervisor and
subordinates
 problem-solving is the focus
 focus on the present and the future.
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Purposes of Performance Management

 Measurement of Productivity
 You can measure performance of both routine and
non-routine tasks, expected behavior, conformance
to rules and procedures, and achievement of key
performance indicators (KPI).
 Communication of Performance Results
 Implementing a two-way communication makes
your employees more motivated and confident.
Feedback gives opportunities to your employees to
make improvement and to correct any weakness.
Expectations are clarified.
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Purposes of Performance Management

 Training and Development Needs

 Workforce performance evaluation can assist you to identify
competency gaps that affect performance. You can identify the
training and development needs of each of your people.
 Decision Making
 You can use the evaluation results to make decisions on
performance incentives for good performers. It can also help in
making decisions on employee retention, redeployment,
promotion, or, in the worst case scenario, termination.
 Providing Real-Time Human Resource Information
 The results can help in the review of your recruitment policy,
selection method, the job description, and performance
standards and measurement.
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Performance Management Process

HUMAN RESOURCE PRACTICES

Performance Management Process

 Review
 Identify your employee’s important job functions.
 How does the employee’s job contribute to the goals of your
organization?
 Plan
 What are required in order to 'do the job well? Your employee is
the best person to consult in defining and re-defining the job.
 How will you measure job performance?
 Develop
 What are the barriers that hinder good performance and how can
you and your employee minimize or eliminate them?
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Performance Management Process

 Perform
 Implement the performance evaluation
 Give feedback and reward (or punishment?)
 How can you and your subordinate work together to improve his
or her performance?
 Assess
 Evaluate the whole process of performance appraisal and see
where you can improve the cycle
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Performance Appraisal Techniques
 Critical Incident Technique
 Keeps a log of a person’s
effective and ineffective job
behavior
 Paired Comparison
 Rates employees against
each other
 Multi-person Comparison
 Rates employees against
each other
 Forced Distributions
 Group employees base d on
similar performance criteria
 Quota system
 Checklist method
 Presence-absence qtns
 360 Degree feedback
 Includes superiors,
subordinates, peers and even
clients (students) in the appraisal
process
 Graphic Rating Scale
 Based on a set of
characteristics or traits
 Behavioral Rating Scale
 Based on identified performance
behaviors
 Management by Objectives
 Identify the key performance
indicators which meet the
objectives
 Evaluate performance based on
KPI
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Weaknesses Performance Management

 Employee Appraisal Aversion Factors

 Rating bias
 Appraisal hypocrisy – insincere, double-
standards
 Poor informal feedback
 Poor communication during formal feedback
sessions
 Rater errors – they are not given adequate
training to equip them with performance
management skills.
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Weaknesses Performance Management

 Employee Appraisal Aversion Factors

 Vague rating methods.
 Some tasks are not easy to measure or
impossible to measure.
 Performance standards are not clearly
defined.
 Evaluation is often deferred.
 Recent events, whether positive or negative,
are given undue weight.
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Weaknesses Performance Management

 Employee Appraisal Aversion Factors

 Employees are not given the opportunity to
comment on the assessment results.
 The evaluation results are not used in
management decisions.
 Rater appraisal – self appraisal mismatch