人力资源讲义ppt9.ppt

Performance Management and Appraisal After studying this chapter, you should be able to: Describe the appraisal process. Develop, evaluate, and administer at least four performance appraisal tools. Explain and illustrate the problems to avoid in appraising performance. List and discuss the pros and cons of six appraisal methods. Perform an effective appraisal interview. Discuss the pros and cons of using different raters to appraise a person’s performance. Comparing Performance Appraisal and Performance Management Performance appraisal Evaluating an employee’s 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. Why Performance Management? Increasing use by employers of performance management reflects: The popularity of the total quality management (TQM) concepts. The belief that traditional performance appraisals are often not just useless but counterproductive. The necessity in today’s globally competitive industrial environment for every employee’s efforts to focus on helping the company to achieve its strategic goals. An Introduction to AppraisingPerformance Why appraise performance? Appraisals play an integral role in the employer’s performance management process. Appraisals help in planning for correcting deficiencies and reinforce things done correctly. Appraisals, in identifying employee strengths and weaknesses, are useful for career planning Appraisals affect the employer’s salary raise decisions. Classroom Teaching Appraisal By Students Realistic Appraisals Motivations for soft (less-than-candid) appraisals The fear of having to hire and train someone new The unpleasant reaction of the appraisee A company appraisal process that’s not conducive to candor Hazards of giving soft appraisals Employee loses the chance to improve before being forced to change jobs. Lawsuits arising from dismissals involving inaccurate perfo