Prepared by: Safaa S.Y. Dalloul Performance Appraisal| Unit 5 2013-2014 http:// safaadalloul.wordpress.co m KYTC
Feb 25, 2016
Prepared by: Safaa S.Y. Dalloul
Performance Appraisal| Unit 5
2013-2014http://safaadalloul.wordpress.com
KYTC
Performance Appraisal Uses Of Performance Appraisal PA Methods
The 360 Degree Feedback Evaluation
Rating Scales Critical Incidents Essay Work Standards Ranking Forced Distribution Behaviorally Anchored Rating
Scales Use of Computer Software
Elements of Lecture
Compensation Safety The electronic way |
Programs Avantos Review-Writer Austin-Hayne Employee
Appraiser Knowledge-Point's
Performance
Challenge!!
Before the beginning of chapter who remembers
training and development definitions
Note: Revise Chapter 4
Performance Appraisal
1. Why does the company conduct
performance appraisal from to time to
time?
2. What is a performance appraisal?
3. How does the company do the
performance appraisal?
4. Do you think PA is a positive or
negative function?
The focus of performance appraisal in most firms remains
on the individual employee.
An effective appraisal system evaluates accomplishments
and initiates plans for development, goals, and objectives.
Performance Appraisal
It is a formal system of review and evaluation of individual or team task performance.
• Management system is consisting of all organization processes that determine how well employees, teams, and ultimately, the organization perform.
• PAM includes: HR planning, Employee recruitment and selection, T&D, career planning and development and compensation.
• An organization must have some means of assessing the level of individual and team performance in order to make appropriate development plans.
Performance Appraisal Management
• Conducting performance appraisals is often a frustrating human resource management task.
• If a performance appraisal system has a faulty design, the employees will dread receiving appraisals and the managers will despise giving them.
Appraiser Discomfort
Challenge!!
Do you think is a relationship between PA
management and HR Functions?
• For many organizations, the primary goal of an appraisal system is to improve individual and organizational performance.
Uses of Performance Appraisal
Performance Appraisal data are potentially for virtually every human resource functional areas:
• HR Planning • Recruitment and Selection• Training and Development• Career Planning and Development • Compensation Programs• Internal Employee Relations• Assessment of Employee Potential
Uses of Performance Appraisal
• Data that describe the promo ability and potential of all employees, especially key executives must be available in order to assess the firm's human resources.
• Management succession planning is a key concern for all firms.
• All-designed appraisal system provides a profile of the organization's human resource strengths and weaknesses to support this effort.
HR Planning
• Performance evaluation rating may be helpful in predicting the
performance of job applicants.
Recruitment and Selection
Internal or External
• A performance appraisal should point out an employee's specific needs for training and development.
• Determining T&D needs is more precise when appraisal data are available.
Training and Development
• Performance appraisal data are essential in assessing an
employee’s strengths and weaknesses and in deterring the
person’s potential.
Career Planning and Development
• Performance appraisal result provide a basis for rational decisions regarding pay adjustment.
• Rewarding the behaviors is necessary for accomplishing organizational objectives which is at the heart of a firm’s strategic plan.
• To encourage good performance, a firm should design and implement a reliable performance appraisal system and then reward the most productive workers and teams accordingly.
Compensation Programs
• Performance appraisal data are frequently used for decisions in
several areas of internal employee relations, including promotion,
demotion, termination, layoff and transfer.
• When performance level is in unacceptable, demotion or even
termination, it may be appropriate.
Internal Employee Relations
• Some organizations attempts to assess employee potential as
they appraise their job performance.
Assessment of Employee Potential
PA-Methods
The 360 Degree
Feedback Evaluation
Rating Scales
Critical Incidents
Essay Work Standards
RankingBehaviorally
Anchored Rating Scales
Use of Computer Software
DEPEND ON ITS PURPOSE
A popular appraisal method
Involves evaluation input from multiple levels within the firm and external source as well
It is only appropriate for development purpose
PA-MethodsThe 360 Degree
Feedback Evaluation
PA-MethodsRating Scales
• It is a method that rates employees according to defined factors.
• The scale includes several categories (five to seven in number) define by adjectives such as (outstanding, meets expectation, or need improvement).
Job-Related Personal Characteristics
EvaluationFactors
Critical Incidents
It is a performance appraisal technique that require a written record of highly favorable
and highly unfavorable employee work behavior
PA-Methods
PA-Methods
It is a performance appraisal method on
which the rater writes a brief narrative
describing and employee’s performance.
Essay
PA-MethodsWork Standards
It is a performance method that compares each employee’s performance to a predetermined standard or expected level of output.
PA-Methods
It is a performance appraisal method in which
the rater simply places all employees from a
group in rank order of overall performance.
Ranking
PA-MethodsBehaviorally
Anchored Rating Scales
• It is a method which combines elements of the traditional rating scales and critical incident methods.
• The difference between this methods and rating scales method is: instead of using adjective at each scale point, it uses behavioral anchors related to the criterion being measured.
PA-Methods
• Computer software is available for recording the appraisal data.
• The software simplifies reviews and provides not only consistency, but also a professional.
Managers have the option of customizing
most programs.
Reduction of paperwork required.
Advantages
Use of Computer Software
What is Compensation?
• Compensation is the total of all rewards provided employees in return for their services.
• Compensation administration is one of management’s most difficult and challenging human resource areas, as it contains many elements and has a far-reaching impact on an organization’s strategic totals.
Kinds of compensations
• Compensations can be divided into two categories:
A. Financial compensations:
• Direct financial compensations: is the pay that a person receives in the form of wages, salary, bonuses and commissions.
• Indirect financial compensations (benefits): consists of all financial rewards that are not included in direct compensations.
B. Non-financial compensation:
• The various rewards comprise a total compensation system.
• Historically, compensation practitioners have focused primarily on financial compensation and benefits.
• To remain competitive, organizations are increasingly rewarding employee performance that influences their key goals.
Kinds of compensations
Equity In Financial Compensations (What)
• Equity: is the perception by workers that they are being treated fairly.
• Fair pay treatment for employees.
Equity In Financial Compensations (How)
• External equity: exists when a firm’s employees receive pay comparable to workers who perform similar jobs in other firms.
• Internal equity: exists when employees receive pay according to the relative value of their jobs within the same organization.
• Employee equity: exists when individuals performing similar jobs for the same firm receive pay according to factors unique to the employee.
• Team equity: is achieved when teams are rewarded based on their group’s productivity.
Equity In Financial Compensations (Why)
• Inequity may make employees feel that their compensation is unfair, and then they may leave the firm. A great damage may result for the firm if the employees choose not to leave and to restrict their efforts.
– Note: reward and compensation has the same meanings.
Reward (Compensation) Objectives
• Any organizational reward system has three behavioral objectives:
1) Membership behavior to recruit and retain a sufficient number of qualified workers
2) Task behavior to motivate employees to perform to the fullest extent of their capabilities
3) Compliance behavior to encourage employees to follow workplace rules and undertake special behaviors beneficial to the organizations without direct supervision or instructions.
Reward Techniques
• Internal equity refers to comparisons between jobs or skill levels inside the organization, to achieve the organization's goals.
• Internal equity is established through three reward techniques:
– Job analysis– Job evaluation– Appraisal
Reward Techniques: Job Analysis
• Knowledge on jobs and their requirements is collected through job analysis, which is the systematic process of collecting and evaluating information about the tasks, responsibilities and the context of a specific job.
– Job analysis consists of two mains stages: (How)
• Data collection (Questionnaire, Interview, Observation, Test…etc)
• The application of that data by the preparation of job descriptions, job specifications and job standards.
Reward Techniques: Job Evaluation
• Job evolution is a systematic process designed to determine the relative worth of jobs within a single work organization. The job evolution process comprises of four steps:
1) Gather data2) Select compensable factors 3) Evaluate the job (ranking, job-grading, factor
comparison, point method)4) Assign pay to the job
Establishing Pay Levels
• Determining the right pay means combining the results of the job analysis and job evolution processes and market pay data.
• Although the pay levels within an organization reflect external competitiveness and internal equity considerations, the decision on the final pay level – the organization’s pay policy – will be determined by many factors, including competitive strategy, HR strategy, reward objectives, organizational design and culture.
• After the attack of 11/9/2001, the world has hanged a great
deal and it becomes necessary for organizations to be
prepared to assure a safe and secure workplace.
Health, Safety and Security
• Procedures may be used to ensure safe and secure workplace include the following:
– Selection of people responsible for implementing evacuation plans.
– Training of key personnel.– A communication system for alerting employees.– A plan informing employees including disabilities of what
actions to be taken.– A description of work –site details; its capabilities and
systems.
Health, Safety and Security
• Safety: the protection of employees from injuries caused by work-related accidents.
• Health: an employee's freedom form physical or emotional illness.
• Security: protection of employer facilities and equipment from unauthorized access and protection of employees while on work premises or work assignments.
Health, Safety and Security
• Currently, the 3 market leaders in the employee evaluation software field are:
– Austin-Hayne's Employee Appraiser
– Avantos Review-Writer
– Knowledge-Point's Performance Now!
Employee Appraisal, the E-Way
Employee Appraisal, the E-Way
• Software programs can improve the pace and quality of your
employee-performance reviews.
• Help the manager to do more comprehensive performance
review in less time and effort.
• Lower Cost.
• Help to make a decision.
Website
Benefits
• All three work in a similar manner.
• The best one is “Austin-Hayne's Employee Appraiser”.
• Each program walks a supervisor through the evaluation
process.
Employee Appraisal, the E-Way
General Functionality
• Navigating them is no more difficult than using a word
processor since all three borrow from conventions associated
with Windows-based word processors.
• Getting up to speed is easier if you are used to working in
Microsoft Word, WordPerfect or AmiPro.
Employee Appraisal, the E-Way
• These programs help you set up a form with details including
the employee's name, position and date of last evaluation.
• Following this, you scroll through the setup to find the
appropriate type of appraisal-specific to a sales
representative, clerical assistant or customer service manager.
Employee Appraisal, the E-Way
• For each appraisal, the three programs offer a suggested
write-up for each performance criterion.
• A personnel evaluator can pick and choose what boilerplate to
use.
Employee Appraisal, the E-Way
• The programs also advise on the program's operation and on
HR issues.
• All three programs offer to check for any problems in
language.
Employee Appraisal, the E-Way
• In addition, they all include tools that enable you to make
their generic form look like, or contain the same performance
criteria as, the company's homegrown form.
• Finally, they include a section where you can jot down
comments about individuals throughout the year so you
won't come up blank when it's time to evaluate the
employee's performance.
Employee Appraisal, the E-Way
• These programs won't replace a manager's sharp eye in
appraising subordinates, but they do help in the writing
process.
• "The software gives you something instead of a blank sheet of
paper. It helps you to organize your thoughts and prepare
yourself to review someone's performance," Olivieri says.
Employee Appraisal, the E-Way
Avantos Review-Writer
Avantos Review-Writer
– This program offered the most in professional advice but
was the most difficult to navigate, in part because it was
hard to find the program's tutorial.
Avantos Review-Writer
– Also, the tool bar contained too many obscure buttons,
making it difficult to find the right way to activate an
operation.
• For example, its QuickBuild, the measure way to construct a
performance review, was symbolized by three alphabet blocks, or
"A", "B", "C".
Avantos Review-Writer
– Click on QuickBuild, fill out basic employee information, such as name, start date and review date, and choose job description is closest to the employee's work- that is generic from, clerical worker, salesperson or project team leader.
– Review-Writer gives you the appropriate performance criteria.
Avantos Review-Writer
– Fill in an appraisal after each criteria, and the program will
also make recommendations. To complete the process,
Review-Writer will check the performance evaluation for
spelling and grammar.
Avantos Review-Writer
Despite initial difficulty in getting around the program,
Review-Writer offered the best and most authoritative
advice.
Avantos Review-Writer
Review-Writer also made it easy to take notes jotted in its
Performance Log and transfer them into the review itself.
Like the other two programs, Review-Writer lets you pick how
much of the review you want to implement.
Select from a list of performance factors-from "accounting
skills" to "technical support"-for the evaluation.
Avantos Review-Writer
• The Avantos program did a better job at attractive managers
to make their own contributions to the program.
Avantos Review-Writer
• Employee Appraiser, like Review-Writer, includes a section
where a manager can keep track of specific examples of an
employee's work behavior.
– Review-Writer calls it Performance Log whereas Employee
Appraiser calls it Employee Folder.
Austin-Hayne Employee Appraiser
Austin-Hayne Employee Appraiser
This program is the best.
Like Review-Writer, you start by plugging in basic
information about the employee and then choosing the
appropriate job (sales representative, customer service,
and so on) and the appropriate points on which to judge
this person (job knowledge, initiative, communication).
Austin-Hayne Employee Appraiser
• You then rate the employee on the point (improve, meets,
exceeds), and the program gives you sample text to plug in.
• You can fine-tune the appraisal by clicking on "+" or "-" to
make the appraisal more or less complimentary.
Austin-Hayne Employee Appraiser
• The program's coaching feature is also very good about telling
you how to instruct the person being evaluated on how to
improve.
• For example, “Sue the Sales Rep” needs to work on her
written communication skills. The program lists ways for her
to improve (1. Be direct. Get right to the main point. 2.
Organize your ideas. Start with the big picture, and fill in the
details as needed.)
Austin-Hayne Employee Appraiser
• One drawback with Employee Appraiser's "canned" material
is that it is good enough to tempt a manager to rely extremely
on its writing expertise instead of supplying his or her own
examples and language.
Knowledge-Point's Performance
Knowledge-Point's Performance
• Its graphical user-interface was the best of the three
programs; it sported fewer and larger command buttons on its
tool bar.
• Like the other two programs, Performance Now! uses a word
processing, making it easy to use.
Knowledge-Point's Performance
• The program has five pre-designed review forms (universal, management, clerical, production and sales service).
• Choose one or create your own.
• Then select from a list of "performance elements," ranging from adaptability-offered on management forms, but not clerical-to oral communications-offered only on clerical.
Knowledge-Point's Performance
• Click on "N/A" if the element doesn't apply or rate it on a scale of 1 to 5, with 1 being "lowest" and 5 being "highest.“
• Some suggested material pops up to cover the point.
• Add or adjust as you see fit.
Knowledge-Point's Performance
• Knowledge-Point's program, like the other two mentioned,
will scan any evaluation for problem wording.
Other Evaluation Criteria
• When choosing employee evaluation software, check to see
what other HR related software a developer may have up its
sleeve.
• Also see whether the software maker has a companywide
solution and whether that solution will fit your company best.
• Finally, while these programs can be extremely helpful, they
are not a substitute for managers giving time and thought to
critiquing an employee's performance.
• Managers have to supply their own thoughts and suggestions
about how an employee can improve.
Other Evaluation Criteria
• It could be very easy to fall into the trap of just clicking and
"accepting" the boilerplate without tweaking the content for
its maximum effect.
Other Evaluation Criteria
• Lisa Norris said: "Performance Now! helps me to a topnotch
evaluation in much less time. That's important, but the true
advantage for me is that I squeeze my brain less hard. It really
helps stimulate my thinking so I write the best performance
appraisal that I can."
Other Evaluation Criteria
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