Performance Appraisal - Introduction 2
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Performance appraisal (PA) is defined as the process of evaluating and communicating to an employee how they are performing their job based on predetermined standards, identifying areas for improvement. PA provides benefits to the organization, manager, and employee. It increases employee commitment and productivity while clarifying expectations. Performance is determined by an employee's ability, motivation, and work environment. Effort refers to the energy used to perform tasks, which does not necessarily correlate with performance outcomes.
Performance Appraisal - Introduction 2
- 1. SMH 3053 PERFORMANCE APPRAISAL INTRODUCTION
- 2. Outline DEFINITION OF PA IMPORTANCE OF PA IMPORTANT TERMS
- 3. DEFINING PERFORMANCE APPRAISAL PA is a formal system of review and evaluation of individual or team task performance (Mondy, 2008).
- 4. DEFINING PA PA is the process of evaluating PA is the process of evaluating and communicating to an and communicating to an employee how he or she is employee how he or she is performing the job and performing the job and establishing a plan of establishing a plan of improvement (Byars & Rue, 2008; improvement (Byars & Rue, 2008; Dessler, 2010) Dessler, 2010)
- 6. DEFINING PA PA is a process of evaluating an PA is a process of evaluating an employee’s performance based on a employee’s performance based on a certain predetermined standard, certain predetermined standard, communicating to the employee on how communicating to the employee on how he or she did on the job, and finally he or she did on the job, and finally developing ways on how individual developing ways on how individual performance can be improved. performance can be improved.
- 7. Why conduct performance Why conduct performance appraisal? appraisal?
- 8. BENEFITS OF PA Provide a solid foundation for all aspects of the employer/employee relationship.
- 9. BENEFITS OF PA TO THE ORGANIZATION Increase employees’ organizational commitment and loyalty towards the organization Ensure employee retention and increase productivity and innovation Reduce the risk of complaints and litigation by ensuring that employees feel treated fairly and are not surprised by management decision
- 10. BENEFITS OF PA TO THE MANAGER Determine how the job of each employee can further the overall goals of the organization Examine each employee as an individual to evaluate the employee’s strengths and weaknesses Identify and reward good employees, in order to foster loyalty and motivate employees to continue to achieve
- 11. BENEFITS OF PA TO THE MANAGER Keep employee morale high through continuous feedback Stay on top of the needs of the workforce
- 12. BENEFITS OF PA TO THE EMPLOYEE Clarifyorganization’s or employer’s expectation Get continuous feedback from the manager Help in achieving personal goals
- 13. UNDERSTANDING UNDERSTANDING PERFORMANCE PERFORMANCE VROOM…..VROOM…
- 14. What is Performance? Performance refers to the degree of accomplishment of the tasks that make up an employee’s job (Byars & Rue, 2000) ◦ It is usually measured in terms of results. ◦ For example, for a car salesperson, performance means the volume of sales; for a teacher, performance might mean how many students score all As in the exam.
- 15. What is Performance? Job performance has become one of the significant indicators in measuring organizational performance in many studies (Wall et al. 2004). Schmitt and Chan (2003) categorized job performance into ‘will-do’ and ‘can-do’. The latter refers to individuals’ KSAOs required in performing certain job and the former denotes the motivation level that individuals may have in performing their work.
- 16. What is Performance? Motowidlo and Van Scotter (1994) pointed out that performance construct should consist of task performance and contextual performance. Cardy and Dobbins in Williams (2002) conceptualized performance as work outcomes that relates closely to task performance, such as the quantity and quality of work done, and job relevant behaviors that consist of behavioral aspects useful in achieving task performance.
- 17. What is Performance? Gomez-Mejia et al. (2007) stated that task performance should be distinguished into quality of work done, quantity of work performed, and interpersonal effectiveness. Motowidlo (2003) defined task performance or in-role behaviors as the organization’s total expected value on task related proficiency of an employee. Motowidlo’s (2003) assertion that task performance is best construed as a behavioral construct because it involves psychological process that is related to selection, training, motivation, and facilitating situational processes.
- 18. What about….. EFFORT? COMMITMENT?
- 19. What is Effort? Effort is the amount of energy (physical and/or mental) an individual uses in performing a task. ◦ For example, the salesperson might spend a lot of time entertaining and attending to clients, but it does not necessarily means that he is able to hit required number of sales per month. ◦ If this salesperson did not meet his target, it means that he put a lot of effort, but his performance is still considered as low.
- 20. Commitment The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.
- 21. Your opinion????
- 23. PERFORMANCE ABILITY MOTIVATION ENVIRONMENT