Appraisal and HR decisions

Performance management involves two types of

assessments:
Comparing an employees current performance
with her own past performance
Comparing a manger’s performance to that of
her comparable or competing colleagues or
peers
Appraisal are important inputs for:
• Staff-related decisions
promotions
placements
compensation & rewards
career routing
Basic purpose of appraisal output is “it is used to
plan, co-ordinate, organize, motivate, guide,
develop and encourage”
Some org consider both performance and
potential
high low
Hi Hi potential, hi performance Hi potential, lo performance
Decision: promote Decision: relocate

Lo potential, hi performance Lo potential, lo performance

Decision: reward in existing Decision: outplace
lo job
 Reward system
• Amount of reward received versus the amount
that the manage feels she should receive
• Extrinsic reward( increase in pay)
• Intrinsic reward( larger responsibility)
• Herzberg’s theory (motivation-hygiene )
• Attribution process ( personal or situational
influences will affect).
• Steps in attribution
a. observe persons (behavior or action)
b. determine the whether the subject
behavior was intended or accidental
c. if it is intended try to assess it is because of
personality or personal character or
environmental or situational
 Other decisions:
• Staffing:
strategic recruitment planning
recruiting, selection
Training development:
orientation
employee training
career development
Motivation:
application of motivation theories
Job design
performance appraisal
rewards & compensation
Maintenance:
safety and health
communication
employee relations