presentation performance appraisal2
Post on 07-Aug-2015
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OUTLINE Definition of Performance Appraisal
Why Performance Appraisal (Objectives)
Benefits
Types of Performance Appraisal
Appraisal System to be used by CFZAMBIA
Elements of an Effective Performance Appraisal System
Appraisal Process
Conclusion
PERFORMANCE APPRAISAL
Definition:
Performance appraisal is a process
(often combining both written and oral elements) where management evaluates and provides feedback on an employee’s job performance, including steps to improve or redirect his/her activities where needed
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Performance Appraisal Defined
System of review and
evaluation of job
performance
Assesses
accomplishments and
evolves plans for development
OBJECTIVES
Performance Appraisal seeks to achieve 2 broad objectives
–Developmental Purpose
–Administration Purpose
Developmental Purpose
Provide feedback to employees about their performance and discuss needed changes in; behaviour, skills, attitudes or job knowledge.
To inform on strengths and weaknesses.
Motivate employees to improve performance.
To enhance career development.
Determine training needs
Administrative Purposes
Link reward to performance eg.
Pay Increase
Promotion
Disciplinary Action (Demotion)
Termination of Contract
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Uses of Performance Appraisal
Human resource planning
Recruitment and selection
Training and development
Career planning and
development
Compensation programs
Internal employee relations
Assessment of employee potential
Why Performance Appraisal
(Benefits) Means of improving effectiveness of the organization - employees work behavior and results are aligned with the organization’s goal.
Help employee improve their performance.
Good opportunity to reward/recognize employee for a job well done.
Help assess an employee’s performance against the goals and responsibilities of the job.
Contd.
The basis for which companies can verify and shape job responsibilities in accordance with;
– business trends,
– clear lines of management-employee communication
– re-examination of potentially harmful/useful business practice.
Who Are Performance Raters
They rate or evaluate the employee’s job performance
Supervisors
Self
Peers (co-worker)
Subordinates
Customers (Profit Centers)
Methods of Performance Appraisal
The appraisal system mostly used is the traditional system.
Eg.
–360-Degree feedback
–Behavior based
–Subjective measure
–Trait based etc.
Methods contd.
With the traditional reviews;
The supervisor evaluates the employee - judgment is based on employee’s abilities and performance of tasks as noted in the job description.
Reviews are not done against set targets or objectives.
Sometimes poor performers also benefit from reward systems.
Target-based Performance Appraisal;
Most recent and modern technique of appraising performance
– Clear-cut targets are set permitting both superior and subordinate to compare performance against targets periodically.
– There is the desire to achieve the set targets on the part of the employee.
UNDERSTANDING TARGET
A target is a goal, standard or result to be accomplished within a specific time frame.
Characteristics of a Good Target
A target should be seen as challenging, yet not so difficult as to seem impossible to achieve.
In order to be acceptable, a target must meet certain standard criteria. It should be
SMART
SPECIFIC: So there is clarity as to what must be accomplished/achieved
MEASURABLE: so that every one can determine whether it has been achieved or not.
ACHIEVABLE: must be challenging, yet attainable
REALISTIC: must be achievable in spite of resource and other constraints.
TIME-BOUND: The completion date of the target must be embodied in the target statement.
Additional Characteristics of
Targets
Compatibility Targets should be well-matched with organizational or departmental targets
Action word: A target statement should begin with a verb
Elements of an Effective
Performance Appraisal
Objectives - measurable performance
standard
Provision of Feedback on performance
Objective Assessment
Face-to-Face meeting
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Performance Appraisal Process Plan the Performance
Identify Performance Goals
Communicate Goals
Establish Performance Criteria
Determine:
Responsibility for Appraisal
Appraisal Period
Appraisal Method(s)
Examine Work Performed
Appraise the Results
Conduct Appraisal Interview
Discuss Goals for Next Period
Anticipate and Consider
Problems in PA
Effective PA Systems
Management Support
Coaching and T&D
Appraisal Process
.
Employees will have set goals and objectives at the beginning of the review process.
Goals/Objectives/Targets for HR Unit
Turnaround Time for Various Tasks.
E.g. Payment Of Salaries - time bound
Processing Annual Leave - time bound
Management of Welfare Issues “
Staff Recruitment
Resolving Employee Grievances –
Management of Immigration Issues
Eg. of our processes
ACTIVITIES TURNAROUND TIME
Payment of Staff Salaries By 30th day of each month
Training Program for Sales Personnel on Customer Relations
Completed by ( Specified date)
Management of other Welfare issues eg. Birth, Death
Immediately
Completion of Resolving Employee Grievances
Maximum time allowed? One week?/ 2 months?
CONCLUSION
Performance Appraisal is one of the most effective supervisory tools to communicate expectations, provide feedback, plan work, acknowledge contribution and help employee’s gain the skills needed to be successful in their areas of expertise
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