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Performance Appraisal

This document discusses performance appraisal and training and development in organizations. It defines performance appraisal as identifying areas of work to examine employee performance, measuring performance, and managing performance. It also outlines the performance appraisal process and discusses benefits, problems, and effective performance appraisal. The document then defines training, discusses the importance of training programs, and outlines the systematic process of identifying training needs, setting objectives, designing and evaluating training programs.

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45 views23 pages

Performance Appraisal

This document discusses performance appraisal and training and development in organizations. It defines performance appraisal as identifying areas of work to examine employee performance, measuring performance, and managing performance. It also outlines the performance appraisal process and discusses benefits, problems, and effective performance appraisal. The document then defines training, discusses the importance of training programs, and outlines the systematic process of identifying training needs, setting objectives, designing and evaluating training programs.

Uploaded by

Gangadhar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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CHAPTER 5

PERFORMANCE APPRAISAL

1
DEFINITION
• Performance appraisal involves:
– Identification
• Determining what areas of work the manager should
be examining when measuring performance
– Measurement
• Making managerial judgements of how ‘good’ or ‘bad’
employee performance
– Management
• The overriding goal of any appraisal system.

2
USES OF
PERFORMANCE APPRAISAL
• Administrative process

• Developmental process

3
COMPONENTS OF
EMPLOYEE’S PERFORMANCE
• Knowledge and skills

• Motivation

• Work environment

4
SOURCES OF INFORMATION
IN APPRAISAL
• Employee’s manager

• Employee’s co-workers

• Employee’s subordinates

• Customers / Clients
5
EMPLOYEE PERFORMANCE
MANAGEMENT SYSTEM
• Objective setting

• Implementation of work and monitoring

• Appraisal of the individual workers

• Follow-up action

6
PERFORMANCE APPRAISAL
PROCESS
• Interview
– Opening
– Begin discussion

• Counselling
– Non-directive counselling
– Advice giving
– Information giving
– Teaching and coaching 7
BENEFITS OF
PERFORMANCE APPRAISAL
• Employer perspective
– Individual differences in performance can
make a difference to company performance
– May be needed for legal defense
– Provides a rational basis for constructing
bonus
– Can help to implement strategic goals
– Providing individual feedback
– Can include teamwork and teams
8
BENEFITS OF
PERFORMANCE APPRAISAL
• Employee perspective
– Performance feedback is needed and desired
– Improvement in performance requires
assessment
– Differences in performance levels across
workers be measured and have an effect on
outcomes
– Can motivate workers to improve
performance
9
PROBLEMS IN
PERFORMANCE APPRAISAL
• Rater errors and bias

• Influence of liking

• Organizational politics

• Individual or group focus

• Legal issues 10
PROBLEMS IN
PERFORMANCE APPRAISAL
• Recent effect

• Halo effect

• Central tendency

• Prejudice and stereotype

• Fatigue 11
EFFECTIVE
PERFORMANCE APPRAISAL
• Conduct appraisal in private
• Allow enough time for employee to discuss
issue
• Refer to performance not individual
• Provide specific not general behaviour
• Give feedback in a good manner
• Avoid loaded terms which produce
emotional reactions
12
CHAPTER 6
TRAINING AND DEVELOPMENT

13
DEFINITION OF TRAINING
• Organizational activity which aims to
improve an employee’s current
performance

• The attempt by an organization to change


employees through the learning process

• Training programmes are designed to


change attitudes, develop skills or impart
knowledge 14
WHAT WILL HAPPEN IF NO
FORMAL TRAINING?
• Learning on the job will take longer
• Costs of wasted materials, sales and
customers lost
• Management time cost taken
• Lowered morale, demotivated
• Accident-related costs
• High turnover
15
BENEFITS OF TRAINING
• Increase worker’s productivity

• Increase worker’s job satisfaction

• Keeps worker’s skills and knowledge up-


to-date

• Helps to motivate workers


16
SYSTEMATIC TRAINING
• Identify training needs

• Set training objectives

• Design training programme

• Implement training programme

• Evaluate training programme 17


TRAINING NEEDS AND
TRAINING PLANS
• Individual workers face difficulties in
performing job satisfactorily
• New workers are recruited
• New technology and procedures are
introduced
• Individuals are transferred or promoted
• Major change in the organization
18
DESIGNING TRAINING PLANS
• Identify a performance problem
• Decide whether the problem is serious
enough
• Identify the cause of the problem
• Generate alternative solutions to the
problem
• Choose the best solution and implement

19
SET TRAINING OBJECTIVES
• Purpose of training is to improve
employee’s abilities and performance on
the job

• Consists of three parts:


– Terminal behaviour
– Standards to be achieved
– Conditions of performance

20
DESIGN TRAINING PROGRAMME
• Facilitators
• Venue
• Duration and scheduling of programme
• Number of participants
• Training methods
• Logistics
• Budget

21
EVALUATING TRAINING AND
DEVELOPMENT
• Trainees’ responses

• Trainee learning

• Application of new skill and knowledge

• Assessing the results

22
LEARNING PRINCIPLES
• The learner must want to learn

• Active or passive learning

• Feedback or knowledge of results

• Learning is faster in teams

23

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