Employee Performance Management

1
Employee Performance Management
2
Dr. Demings View

• A measurement of
• Training
• Communication
• Tools
• And skill of supervisors
• Not necessarily an employees motivation

3
Effective Programs

• Integrate
• Goal setting
• Appraisal
• Development
• A tool to focus an employees gifts on keeping an
  organization competitive
• Continuous Improvement
• Understand where you are
• Set higher and higher goals

4
Goal Setting

• Specific
• Measurable
• Control of outcome
• Challenging but doable

5
Process

• Clear job description
• Understandable appraisal collection and reporting
  system
• Measures what is critical
• Measures in a legitimate way
• Feedback

6
Tools

• Graphic system
• Alternation (pick who you know and then rank
  against peer group
• Pair against each member of peer group one at a
  time
• Forced distribution model
• 15 high 15 low

7

• Behavioral Anchored Scales
• Critical incidents
• Observed Behaviors
• Advantages
• Accurate
• Clear
• Feedback
• Independent Dimensions (Maybe high in one are
  weak in another)
• Consistency

8

• Management by Objectives
• Set organizational goals
• Set Department goals
• Set individual goals (joint activity, provide
  appropriate resources)
• Conduct evaluation
• Provide feedback
• Downside
• Time
• Establishing clear goals
• Continual negotiation between employee wanting
  easy goals and management higher goals

9
Macro Issues

• Halo/Horn Effect
• Unclear standards
• Central Tendency
• Strictness/leniency
• Bias

10
Who Should Evaluate

• Immediate supervisor
• Peers
• Self
• Subordinates
• Combination (360)

11
Create an Evaluation Scorecard

• CBA Professor
• MBO
• 2 Metrics
• Behavioral
• 2 Metrics