Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 3 | Training and Development

Chapter 9

Performance Management and Appraisal

2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook

All rights reserved. The University of West Alabama
After studying this chapter, you should be able to:

1. Evaluate and improve the appraisal form in Figure 91.

2. Describe the appraisal process.
3. Develop, evaluate, and administer at least four
performance appraisal tools.
4. Explain and illustrate the problems to avoid in
appraising performance.
5. List and discuss the pros and cons of six appraisal
methods.
6. Perform an effective appraisal interview.
7. Discuss the pros and cons of using different raters to
appraise a persons performance.

2008 Prentice Hall, Inc. All 92

 Basic Concepts in Performance
Management and Appraisal

Comparing
Performance Appraisal
and
Performance Management

Performance Appraisal: Performance Management:

Setting work standards, assessing
performance, and providing
feedback to employees to motivate,
correct, and continue their
performance.
An integrated approach to ensuring
that an employees performance
supports and contributes to the
organizations strategic aims.

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 Why Performance Management?

Total Quality

The
Performance
Appraisal Issues
Management
Approach
Strategic Focus

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 Defining the Employees Goals
and Work Standards

Guidelines for
Effective Goal Setting

Assign
Assign Assign
Challenging Encourage
Specific Measurable
but Doable Participation
Goals Goals
Goals

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 Using MBO

Setting unclear Time-consuming

objectives appraisal process

Problems with
MBO

Conflict with
subordinates over
objectives

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 Appraising Performance:
Problems and Solutions

Potential Rating
Scale Appraisal
Problems

Unclear Halo Central Leniency or

Bias
Standards Effect Tendency Strictness

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 Appraising Performance:
Problems and Solutions (contd)

How to Avoid
Appraisal Problems

Control
Know Use the Train Keep
Outside
Problems Right Tool Supervisors a Diary
Influences

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 Who Should Do the Appraising?

Immediate
Self-Rating
Supervisor

Peers
Potential Subordinates
Appraisers

Rating 360-Degree
Committee Feedback

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 The Appraisal Interview

SatisfactoryPromotable

SatisfactoryNot Promotable
Types of Appraisal
Interviews
UnsatisfactoryCorrectable

UnsatisfactoryUncorrectable

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 The Appraisal Interview (contd)

Guidelines for
Conducting an Interview

Talk in terms Encourage

Dont get Dont tiptoe
of objective the person to
personal. around.
work data. talk.

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 KEY TERMS

performance appraisal management by objectives (MBO)

performance management electronic performance monitoring
graphic rating scale (EPM)
alternation ranking method unclear standards
paired comparison method halo effect
forced distribution method central tendency
critical incident method strictness/leniency
behaviorally anchored rating bias
scale (BARS) appraisal interview

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