![Welcome
to
Talent
Management
and
Employee
Appraisal
Dyah Pramanik,
MM
HUMAN
RESOURCES
MANAGEMENT
Talent
Management
and
Employee
Appraisal
Dyah Pramanik,
MM
[ ]
Copyright © 2011 PearsonEducation, Inc.
publishing as Prentice Hall](https://image.slidesharecdn.com/topic53dtalentmanagementandemployeeappraisal-rev-161121062113/85/Topic5-3-d_talent_management_and_employee_appraisal-rev-1-320.jpg)
More Related Content
Similar to Topic5 3 d_talent_management_and_employee_appraisal-rev (20)
Topic5 3 d_talent_management_and_employee_appraisal-rev
- 1. Welcome to Talent Management and Employee Appraisal Dyah Pramanik, MM HUMAN RESOURCES MANAGEMENT Talent Management and Employee Appraisal Dyah Pramanik, MM [ ] Copyright © 2011 PearsonEducation, Inc. publishing as Prentice Hall
- 2. 8–2 PPT 5_3_d HUMAN RESOURCES MANAGEMENT: Talent Management & Employee Appraisal
- 3. 8–3 LEARNING OUTCOMES 1. Perform an effective appraisal interview
- 4. FIGURE 9–10 Selected Best Practices for Administering Fair Performance Appraisals • Base the performance review on duties and standards from a job analysis. • Try to base the performance review on observable job behaviors or objective performance data. • Make it clear ahead of time what your performance expectations are. • Use a standardized performance review procedure for all employees. • Make sure whoever conducts the reviews has frequent opportunities to observe the employee’s job performance. • Either use multiple raters or have the rater’s supervisor evaluate the appraisal results. • Include an appeals mechanism. • Document the appraisal review process and results. • Discuss the appraisal results with the employee. • Let the employees know ahead of time how you’re going to conduct the review and use the results. • Let the employee provide input regarding your assessment of him or her. • Indicate what the employee needs to do to improve. • Thoroughly train the supervisors who will be doing the appraisals.
- 5. 9–5 FIGURE 9–14 Performance Management Report
- 6. 8–6 K E Y T E R M S § performance appraisal § graphic rating scale § alternation ranking method § paired comparison method § forced distribution method § critical incident method § behaviorally anchored rating scale (BARS) § electronic performance monitoring (EPM) § unclear standards § halo effect § central tendency § strictness/leniency § bias § appraisal interview § performance management --------------------------------------------------------------------------------------
- 7. 8–7 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2011 PearsonEducation, Inc. publishing as Prentice Hall