HRM
Performance Appraisal:
Setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance.
Performance Management:
An integrated approach to ensuring that an employees performance supports and contributes to the organizations strategic aims.
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Appraisal Issues
Strategic Focus
HRM
Direction sharing
Role clarification
Goal alignment
Ongoing feedback
Rewards, recognition, and compensation Workflow, process control, and return on investment management
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HRM
Encourage Participation
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Setting Goals
SMART
Goals:
Specific, and clearly state the desired results. Measurable in answering how much. Attainable, and not too tough or too easy. Relevant to whats to be achieved.
HRM
HR Department
Serves a policy-making and advisory role. Provides advice and assistance regarding the appraisal tool to use. Trains supervisors to improve their appraisal skills. Monitors the appraisal system effectiveness and compliance with relevant laws and guidelines.
HRM
Is basis for pay and promotion decisions. Plays an integral role in performance management.
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HRM
(Un)Realistic Appraisals
Motivations
The fear of having to hire and train someone new. The unpleasant reaction of the appraisee. An appraisal process thats not conducive to candor.
Hazards
of Soft Appraisals
Employee loses the chance to improve before being forced to change jobs.
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Providing feedback
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to Measure?
Work output (quality and quantity) Personal competencies Goal (objective) achievement
How
to Measure?
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Performance Management
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GAP
Actual Performance
(Where you are)
Optimal Performance
(Where you want to be)
Performance Plan
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the supervisor?
Employees?
the Department/Organization
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Benefits
Employee
Supervisors
Dept/Organization
Better knowledge of talent pool
Coaching, Training, & Development needs Succession planning HR planning to achieve Universitys strategic goals as they evolve. Adapt more quickly and easily to change A more engaged and focused work force A fair way to link performance to rewards. Retain top performers Greater department morale and community spirit Learn more about the effectiveness of our selection procedures. Administer fair incentives
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Clear sense of what you are to do and why youre doing it Capitalize on your strengths
Greater communication Better employee relations Awareness of employee career interests and strengths
Understand how you contribute to the department and organization Recognition and appreciation of your contributions More engaged in what you do Are possibly happier at work Further your career interests
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the WORK Describe RESULTS Concrete EXAMPLES Avoid unsubstantiated Statements or opinions
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Examples (A-1)
Training
(50 Hrs)
Emily delivered 23 workshops, with just over 200 participants. The pre and post testing scores from this years participants showed an increase in the retention of the material presented by Emily (last year 54% retention-this year 65% retention) her increased knowledge and confidence have enabled her to more efficiently deliver her training sessions on file systems, records retention, transferring records to Records Management and retrieving records from storage. Emily has exceeded the expectations
12-15 days/yr
Kate has kept a close eye on monthly readings to ensure accuracy for monthly billings and the annual report. Although all reporting procedures have been completed accurately and independently only 8 of the 12 were on time. Kate is concerned about the missed deadlines and has agreed to a solution (see perf. plan) that will help her to meet the time expectations.
15%
Tanner was able to meet the daily waste removal requirements. He made sure that the transportation runs between all 15 stations were according to schedule and collection areas were left clean and in order
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Examples (A-2)
This past year has been exceptionally good for Janet as far as reconciliation procedures are concerned. She has a very good understanding of her responsibilities and has successfully completed her first year-end without assistance. However, she has had a few issues regarding compliance with the cataloging of materials. Kathy has tremendous energy and enthusiasm which has energized the department. Her handling of the OSA project in particular was very effective and impressive. She has also been able to deal with all requests for data in a cooperative and timely way.
As the department has taken on four major projects, responsibilities have increased for managers and staff in addition to their regular duties. To help minimize workflow interruptions, I would rather that Rudy keeps the length of socializing with dept employees to a reasonable minimum.
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Performance Factors
Performance Factors:
1.Quality and Quantity 2.Attitude and Reliability 3.Working Relations 4.Communication 5.Knowledge and Versatility 6.Planning and Initiative 7.Judgment and Problem Solving 8.Supervision and Leadership
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Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isnt always easy to do.
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Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isnt always easy to do.
Alexis has a good grasp of her serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After receiving some initial training sessions in monograph cataloguing in May she has begun to learn/develop those skills. I am confident she will make good progress over the coming year as her experience increases.
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Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isnt always easy to do. Alexis has a good grasp of her serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After receiving some initial training sessions in monograph cataloguing in May she has begun to learn/develop those skills. I am confident she will make good progress over the coming year as her experience increases.
Josh ends each day by reviewing what he needs to accomplish in the next. He always gets right to work, time is seldom wasted fixing problems as he does things right the first time (eg LAR event program and agenda, Basal document plan, dept retreat materials, etc.) He has good intuition on whats needed for different meetings or presentations, whether its certain equipment or background information. Paper and duplicating costs in the main office have been positively affected with Joshs no wasting paper rule.
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I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and there have never been any problems with quality I have a good grasp of serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After my initial training sessions in monograph cataloguing in May I have started to learn and develop those skills. I know that there are still things that I dont know how to do but I am worki ng on them.
Josh ends each day by reviewing what he needs to accomplish in the next. He always gets right to work, time is seldom wasted fixing problems as he does things right the first time (eg LAR event program and agenda, Basal document plan, dept retreat materials, etc.) He has good intuition on whats needed for different meetings or presenta tions, whether its certain equipment or background information. Paper and duplicating costs in the main office have been positively affected with Joshs no wasting paper rule.
As noted in A-1 Samantha has accomplished a lot. Keep up the good work Samantha, as you become more familiar with the RP stuff I think this will be much easier.
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Row is 2 (meets expectations) 2 Row is 1 (needs improvement) 1 Row is 3 (exceeds expectations) 3 Row is 2 (meets expectations) 2 Total rating 8 Total rating 8 divided by 4 rows = 2.00
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2 1.5 3 2 Total rating 8.5 Total rating 8.5 divided by 4 rows = 2.13
Row is 2 (meets expectations) Row is 1 and 2 (Half Mark) Row is 3 (exceeds expectations) Row is 2 (meets expectations)
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Row is 2 (meets expectations) Row is NOT APPLICABLE Row is 3 (exceeds expectations) Row is 2 (meets expectations)
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Recommendatio ns
Total Performance Factor rating. Variable weighting based on job relevance.
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Weighting based on importance to position Default weight is 3 Can create standard weightings for each group you have
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Performance Plan
Clarify responsibilities and expectations
Both Supervisor and Employee sign this sheet and accept as a template for upcoming year.
Change as necessary. Use to for next years performance Evaluation.
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One Item from an Appraisal Form Assessing Employee Performance on Specific Job-Related Duties
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Targets 90% utilization of personnel and machinery in plant; orders delivered on time Minimize inventory costs while keeping adequate supplies on hand No shutdowns due to faulty machinery
Critical Incidents Instituted new production scheduling system; decreased late orders by 10% last month; increased machine utilization in plant by 20% last month Let inventory storage costs rise 15% last month; overordered parts A and B by 20%; underordered part C by 30% Instituted new preventative maintenance system for plant; prevented a machine breakdown by discovering faulty part
Supervise procurement of raw materials and inventory control Supervise machinery maintenance
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AppraisalCoaching Worksheet
Source: Reprinted from www.HR.BLR.com with permission of the publisher Business and Legal Reports, Inc. 141 Mill Rock Road East, Old Saybrook, CT 2004.
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940
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Advantages of BARS
A more accurate gauge
Clearer standards
Feedback Independent dimensions Consistency
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Salesmanship Skills
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Using MBO
Setting unclear objectives Time-consuming appraisal process
Unclear Standards
Halo Effect
Central Tendency
Leniency or Strictness
Bias
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Good
Fair
Poor
Note: For example, what exactly is meant by good, quantity of work, and so forth?
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Know Problems
Train Supervisors
Keep a Diary
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Advantages
Simple to use; provides a quantitative rating for each employee. Provides behavioral anchors. BARS is very accurate. Simple to use (but not as simple as graphic rating scales). Avoids central tendency and other problems of rating scales.
Disadvantages
Standards may be unclear; halo effect, central tendency, leniency, bias can also be problems. Difficult to develop. Can cause disagreements among employees and may be unfair if all employees are, in fact, excellent.
MBO
Time-consuming.
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Immediate Supervisor
Self-Rating
Peers
Potential Appraisers
Subordinates
Rating Committee
360-Degree Feedback
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SatisfactoryNot Promotable
UnsatisfactoryUncorrectable
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Postpone action.
Recognize your own limitations.
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Do it in a manner that lets the person maintain his or her dignity and sense of worth. Criticize in private, and do it constructively. Give daily feedback so that the review has no surprises. Never say the person is always wrong. Criticism should be objective and free of biases.
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HRM
954
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of a Written Warning
To shake your employee out of bad habits. To help you defend your rating, both to your own boss and (if needed) to the courts.
What