Performance Appraisals

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Performance Appraisals

• Dessler Chapter 9

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Agenda 4/26/05

• Reminders
• Questions and Comments
• Complete Training
• Performance Appraisals

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Reminder

• HRM Intervention 3 Due 5/6/05 before 300 PM via
  Email
• Rough Draft Accepted Until 4/29/05 before 300 PM
  via Email

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Extra Credit Opportunity

• Must Sign Up In Class Today
• Email Me for Web Address (wheelera_at_csus.edu)
• Distribute to 1 Full-Time Employed (40 Hours a
  Week) Adult (18 Years or Older) Who Is NOT
  Enrolled in Either of My Classes

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Questions and Comments?

• What Are the Three Ways People Learn?
• What Is the Purpose of Training?
• How Do Organizations Know What Skills to Train?

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Training Current Employees

• On-The-Job Training (OJT)
• Apprentice Training
• Novice, Journeymen, Master
• Job Instruction Training
• Scripts
• Think IKEA

• Lectures and Programmed Learning
• Computer Training
• The Rage in Training
• In Reality a Training Delivery System
• Issue of Technology
• Provide Structure to Novices

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Trends in Training

• Management Training
• Sharpen Management Skill Sets
• Incentive Tied to Promotion
• Leadership Light
• Job Rotation
• Action Learning
• Management Games and Role Playing

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Performance Appraisals Outline

• What is Performance Appraisal?
• How Do Organizations Assess Performance?
• What Are Organizational Issues with Assessing
  Performance?
• Who Rates Performance?
• What Issues Face Raters
• Why Assess Performance
• Feedback

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What Is Performance Appraisal (PA)?

• The Process of Observing, Documenting, and
  Improving Performance
• Required by Law
• Established Under ERA 1964/1972
• At Least Once a Year
• Three Steps
• Define the Job
• Appraise Performance
• Provide Feedback
• Developmental vs. Pay

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How Do Organizations Assess?

• Graphic
• Alternation and Paired Comparison
• Relative Rankings, not Absolute
• Forced Distribution
• BUTPerformance is Normally Distributed

• Critical Incident and Narratives
• Behavioral Anchored Rating Scale (BARS)
• Management By Objectives (MBO)
• Performance is Relative

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Organizational Issues with PAs

• Definition of Performance
• Unclear Standards
• Scaling Issues
• How do You Actually Scale Performance?
• By Outcomes?
• Social Issues
• Organizations are Political

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Who Rates Performance?

• Multisource (360 Degree) Feedback
• Supervisors
• Self
• Peers
• Subordinates
• Committees
• Customers
• Developmental vs. Pay

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What Issues Face Raters?

• Memory Errors
• Halo Effect
• Central Tendency
• Strictness/Leniency (Ceiling and Floor Effects)
• Bias
• How to Correct?
• Frame of Reference Training

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Why Assess Performance?

• Performance as a Behavior
• Modification
• Temporal Contiguity
• Provide Feedback As Close to Observation
• Constructive Feedback
• Always Provide Solutions
• Empathy goes a Long Way