Performance Appraisal Magnus (1)

Performance Appraisal Magnus (1) - MGT 356; Dr. Magnus...

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Unformatted text preview: MGT 356; Dr. Magnus Performance Appraisal 1 Discussion Question 2 Why is it important to conduct performance appraisals? Discussion Question 3 From a legal perspective, why is it important that performance appraisals be accurate/valid indicators of performance? Why Evaluate Performance? Enhance the impact of coaching/training programs Motivate employees to improve their job performance Provide an objective and legally defensible basis for HR decisions, like pay, promotion, termination, etc. Verify that existing reward mechanisms are logically tied to outstanding performance Guide employees to improving job performance Reinforce company values Assess training and development needs 4 Criteria for Assessing the Value of Performance Quality The degree to which the process or results of carrying out an activity approaches perfection Quantity The amount produced, expressed in dollar value, number of units, or number of completed activity cycles Timeliness The degree to which an activity is completed, or a result produced, at the earliest time desirable Cost-effectiveness The degree to which the use of the organizations resources is maximized Need for Supervision The degree to which a performer can carry out a function without having to request or requiring supervisory assistance or intervention Interpersonal Impact 5 Discussion Question 6 Who should evaluate an employees performance? Does this person always have the most accurate/complete insight? Sources of Performance Information Managers most frequently used We assume that managers have extensive knowledge of job requirements and have had an adequate opportunity to observe performance We also assume that managers are motivated to give accurate ratings (improved performance benefits them) Feedback from supervisors is related to performance and to employee perception of accuracy of the appraisal...
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Performance Appraisal Magnus (1) - MGT 356; Dr. Magnus...

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