performance apraisal meeting
TRANSCRIPT
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PERFORMANCE APPRAISAL
MEETING
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GROUP MEMBERS
Raja Faizan Ullah Khan
Haris Mehmood
Nadir Khan
Javaid Ali Khan
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COMPARING PERFORMANCE APPRAISAL
AND PERFORMANCE MANAGEMENT
Performance appraisal
Evaluating an employees current and/or past
performance relative to his or her performance
standards.
Performance management
The process employers use to make sure employees
are working toward organizational goals.
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PERFORMANCE APPRAISAL PROCESS
Step 1:
Prepare for the Meeting
Step 2:
Conduct the Meeting
Step 3:Follow-up
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TERMSUSEDTODESCRIBETHEANNUALMEETING
Performance Appraisal
Performance review
Performance evaluation
Where manager and employee discuss employee
performance document progress and apply a problemsolving approach to overcome the problems in the
present and future
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WHATMAKESTHEPROCESSWORK
Performance planning
Work with the employees all year round make them feel like
its a partnership. It helps to create a collaborative climate for
annual meeting
Performance communication
Dont give surprises at the annual meeting. Work with them
throughout the year they should know where they stand before
the annual meeting.
It will help them to be more open and less defensive
It will change your role from manager as an appraiser to
manager as an assistantin employee evaluation
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PERFORMANCE APPRAISALSUCCEEDSIF;
Manager performs as helper and problem solver
Employee is actively involved in the partnership and
engage in realistic self evaluation
Manager use appropriate in interpersonal skills
Employee should be aware of the process and know what
to expect before he enters the meeting
Meeting should not be delayed or postponed
Both parties should know the importance of performance
appraisal that it is to improve performance
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Schedule
The supervisor should schedule the performance review
meeting two weeks in advance.
He should inform the employees of when and where the
meeting will take place
Preparing employees
The purpose, including the benefits to the employee
Inform how the process will work
Your intent to ensure "no surprises".
Inform them with any work the employee should do
before the meeting.
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Prepare yourself
Make sure you have all the documents, data, information
related to the performance appraisal discussion
Before each appraisal meeting you should;
A. Remind yourself with your focus to improve performance
B. Review employee performance planning document. Think
how your going to evaluate him on each of the items
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THE APPRAISAL MEETING
Steps if employees have not evaluated themselves in
preparation
Set the climate and focus
Use the performance plan or rating form to evaluate
Begin performance diagnosis
Plan for the future
Document the conversation
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SETTINGTHECLIMATEANDFOCUS
Establish some level of comfort
Describe what will happen and how meeting will
proceed
Your behavior should be consistent with the goals and
process you have set out
Keep reminding that the meeting is for their betterment
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USINGTHEPERFORMANCEPLANOR
RATINGFORMTOEVALUATE
You go through each of the objective and standards
Determine the degree of success employee has achieved
If there are significant difference in opinion try to find
some middle ground where you both feel comfortable
If performance planning was done well and you
communicated throughout the year well such serious
disagreements will be unlikely to happen
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USINGTHEPERFORMANCEPLANOR
RATINGFORMTOEVALUATE (CONT)
If there is a rating method to appraise performance then
you start operationalizing each item by coming to an
agreement with the employee on what that item means.
Later ask the employee to rate himself and then you give
your assessment.
If there's a difference then talk and negotiate to find
common ground
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BEGINPERFORMANCEDIAGNOSIS
Determine the extent to which employee has achieved
The part which will help the employee to improve his
performance in the future is the diagnoses
Find the reasons if the employee failed to achieve the targets
or the standards
Emphases should be on finding causes and making solutions
Focus should be on learning
If someone did really good find out how he did it so it can
help others to achieve better as well
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PLANFORTHEFUTURE
Action planning for the future is very important
Identify barriers which hurt performance the last
year
Derive actions which will stop those barriers from
reoccurring
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DOCUMENTTHECONVERSATION
Now the step is to document the discussions and
appraisal
It will include either employee was able to meet histargets
Ask the employee to add his comments as well
regarding the meeting
Both manager and employee should sign the
document as a proof that they had a discussion
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ARRANGEANYFOLLOWUPS
Sometimes one meeting is not enough to
complete the process so follow up is arranged
Sometimes you and employee may need additional
information to determine either objective was achieved
or not
For that reason follow up meeting should be arranged
Once the appraisal process is completed it is time to
schedule the performance planning meeting for next year
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