dessler_ch9 - PARTTHREETRAININGANDDEVELOPMENT CHAPTER TNine

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PART THREE                                                            TRAINING AND DEVELOPMENT C H A P T E R T   N i n e Performance Management and  Appraisal 9 Lecture Outline Strategic Overview Basic Concepts in Performance and Appraisal  Management    Comparing Performance Appraisal and Performance  Management     Why Performance Management?    Defining the Employee's Goals and Work Efforts An Introduction to Appraising Performance    Why Appraise Performance?    Realistic Appraisals    The Supervisor's Role    Steps in Appraising Performance Graphic Rating Scale Method Alternation Ranking Method Paired Comparison Method Critical Incident Method Narrative Forms Behaviorally Anchored Rating Scales Management by Objectives (MBO) Computerized and Web-Based Performance  Appraisal Merging the Methods Appraising Performance: Problems and Solutions Potential Rating Scale Appraisal Problems How to Avoid Appraisal Problems Who Should do the Appraising? The Appraisal Interview Types of Interviews How to Conduct the Appraisal Interview Appraisals in Practice Creating the Total Performance Management Process    Improving Productivity Through HRIS          In Brief: This chapter gives an overview of the performance appraisal process and the different tools and methods available. The main topics covered include the performance management process, appraisal methods, appraisal performance problems and solutions, and the appraisal interview. Interesting Issues: Despite lots of attention, money and effort, performance appraisals remain an area with which few managers or employees are satisfied. The following questions may be worth discussing. Is it just that we don't have a good enough system yet, is there an intrinsic problem with performance appraisals, or is it just human nature to dislike them? 126
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ANNOTATED OUTLINE I. Basic Concepts in Performance Appraisal and Performance Management A. Comparing Performance Appraisal and Performance Management – Performance appraisal is part of a total integrated process of performance management, which consolidates goal setting, performance appraisal, and development into a single, common system, the aim of which is to ensure that the employee's performance is supporting the company's strategic aims. Figure 9-2 illustrates the components of an effective performance management process B. Why Performance Management? – Performance management's emphasis on the integrated nature of goal setting, appraisal and development reflect Total Quality Management concepts. Second, it reflects what many studies have shown that traditional performance appraisals are useless and counter-productive. Third, it is a process that recognizes that every employee’s efforts must focus on helping the company to achieve its strategic goals. C.
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dessler_ch9 - PARTTHREETRAININGANDDEVELOPMENT CHAPTER TNine

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