week 10 Flashcards
(30 cards)
- is a staple part of the human resource management function by which the past or current job of an employee is reviewed, evaluated, and eventually kept on file as evidence to support management’s future actions and decisions.
- Conducted annually or every six months or maybe every quarter, or in a shorter cycle such as weekly or bi-weekly
Employee Performance Appraisal
Employee Performance Appraisal It involves the following:
- Comparing and measuring actual performance vs. job criteria
- Establishing job criteria
- Communicating results to employees
A central reason for the utilization of performance appraisal?
is measuring, correcting and improving employee work performance.
Two basic reasons for the use of a performance appraisal.
Performance appraisal or performance review is relevant to other HR roles specifically in promotions, demotions, and re-assignments. It is also essential to human resource planning, especially in anticipating the changing needs relating to the acquisition and placement of employees
As an administrative tool
Two basic reasons for the use of a performance appraisal.
Performance review is seen helpful in feedbacking performance evaluation results, pinpointing employees’ strengths and weaknesses, and acknowledging their training needs. From here, organizations can already envision opportunities to take advantage of the strong points of employees and at the same time correct their weaknesses.
As a development-oriented tool.
Fundamental Points to Consider in Creating Performance Criteria
- This is the degree to which performance criteria relate to organizational goals.
- then it is relevant for the training specialist to comply with the standard in response to the set criteria.
Fundamental Points to Consider in Creating Performance Criteria
Another important point in setting performance standards is the degree to which these standards cover the entirety of an individual’s responsibilities. In the event that only a single criterion (e.g., quality of work) is measured and failed to include other measurable and relevant performance measures, then there is criterion deficiency
Failure to include an important aspect of a performance standard
Fundamental Points to Consider in Creating Performance Criteria
This means that the performance criteria to be reviewed have been manipulated; hence, performance results were wrongly influenced by a criterion measure “that should have not been there”,
Inclusion of a “should have not been there” criterion.
Fundamental Points to Consider in Creating Performance Criteria
is approximately helpful for both administrative and developmental reasons
Evaluating Employee Performance
Evaluating Performance Appraisal
In this approach, the managers or department heads rate the level of an employee’s performance based on certain traits that present the accomplishments and shortcomings of the employee
Managers and Department Heads
Evaluating Performance Appraisal
This method is otherwise referred to as self-evaluation. It is done by the employee himself who fills up an appraisal instrument to assess his or her own job performance.
Self-Appraisal
Evaluating Performance Appraisal
This is a form of appraisal done by a subordinate to his supervisor. This is also referred to as upward appraisal. This method has been practiced by most companies to provide managers an idea on how subordinates perceive their leadership style, as well as their interpersonal and conceptual skills
Subordinate Appraisal
Evaluating Performance Appraisal
- This method is done by an employee to another employee
- fellow workers complete the evaluation form then submit to the supervisor as basis for final appraisal.
Peer Appraisal
Evaluating Performance Appraisal
- This appraisal technique gathers feedback from peers, colleagues, and supervisors.
- It may also involve gathering different points of view from outside sources such as the customers, investors, suppliers, and other stakeholders who are directly communicating and interacting with the employee.
360-degree Assessment
Performance Appraisal Methods
- method is easy to create and grade, but oftentimes, highly subjective
- This method could be an edge for employees who are more demonstrative, innovative, and are rewarded for work that requires such traits, but puts to a disadvantage employees who do not possess these characteristics.
Character Traits Method
Appraisal Methods Under the Character Traits Method
scale method evaluates the extent to which an individual possess certain traits or behavior that are useful in achieving outstanding performance
The Graphic Rating Scale
Appraisal Methods Under the Character Traits Method
This method is a newer version of the graphic rating scale. In contrast with other rating scales, the evaluator is furnished with performance dimensions showing outstanding, average, and bad performance.
Mixed Standard Rating Scale
Appraisal Methods Under the Character Traits Method
- This is also known as the essay method.
- the evaluator prepares a written report that details the employee’s strengths and weaknesses in essay form and ultimately offers recommendations for improvement.
. Written Report Method
Performance Appraisal Methods
designed to especially outline which conduct or attitude is permissible and not permissible at work.
Behavior-Based Method
Appraisal Methods under the Behavior-Based Method
In this method, the manager keeps a record of exceptionally good and unacceptable employee behaviors
Critical Incident Appraisal Method
Appraisal Methods under the Behavior-Based Method
this method has been used by evaluators to rate behavioral aspects that are relevant to the employee’s job
Behavioral Checklist Method
