Evaluating Employee Performance

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EvaluatingEmployee Performance

• Chapter 5

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Learning Objectives

• Define performance appraisals and their purposes
  in work organizations.
• Describe issues involved in the measurement of
  job performance, including the development of
  performance criteria.
• Discuss various sources of performance ratings,
  and their respective advantages and
  disadvantages.
• Discuss the 360-degree feedback.
• Discuss various methods of rating performance,
  and their respective advantages and
  disadvantages.
• Discuss the various problems and pitfalls
  involved in the performance appraisal process.
• Discuss the influence of civil rights legislation
  on the use of performance appraisals.

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Performance Appraisal

• Definition
• Job analysis The starting point for performance
  appraisal
• The purpose of performance appraisals

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Performance AppraisalsInfluencing the
Organizations

• Personnel Training
• Wage Salary Administration
• Placement
• Promotions
• Discharge
• Personnel Research (Less biased criterion)

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Reasons for Conducting Appraisal
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Measurement of Job Performance Performance
Criteria

• Objective performance criteria
• Subjective performance criteria
• Concerns for a performance criterion

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Sources of Performance Ratings

• Supervisor appraisal
• Self-appraisal

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Sources of Performance Ratings

• Peer appraisal Three types
• Research findings
• Subordinate appraisal
• Customer appraisal

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Sources of Performance Ratings (cont.)

• 360-degree feedback
• Based on two key assumptions
• Typical assessment evaluations are along three
  dimensions
• Overrating oneself is common

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Methods of Rating Performance

• Comparative methods
• Individual methods

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Methods of Rating PerformanceComparative Methods

• Ranking
• Paired comparison
• Forced-distribution technique

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Forced-Distribution Technique (E.g.1)
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Methods of Rating PerformanceIndividual Methods

• Graphic rating scale
• Behaviorally anchored rating scale (BARS)
• Behavioral observation scale (BOS)
• Checklists
• Narratives

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Graphic Rating Scale (E.g.1)
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Graphic Rating Scale (E.g.2)
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Behaviorally Anchored Rating Scale E.g.
Appraising Patrol Officers
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Performance Appraisal Process

• Two parts of performance appraisal
• Performance assessment
• Performance feedback
• Objectives of feedback

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Problems Pitfalls in Performance Appraisal

• Response tendency errors
• Halo effect
• Recency effect
• Causal attribution error
• Personal biases
• Cross-cultural international issues

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How to Improve Performance Appraisals

• Train appraisers
• Appraise appraisers
• Obtain multiple evaluations
• Review and revise performance appraisals
• Conduct performance appraisals regularly
• Improve performance appraisal techniques

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Legal Concerns inPerformance Appraisals

• The role of performance appraisals in worker's
  career advancement ?
• The importance of
• Valid Performance appraisals
• Nondiscriminatory Performance appraisals

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Current Future Trends inPerformance Appraisal

• The changing nature of the work its
  consequences in performance appraisals
• Constant review revision of performance
  appraisal procedure