Textbook Notes (368,278)
Canada (161,760)
York University (12,824)
ADMS 2600 (126)

UNIT 8 - Performance Management & Appraisals.docx

7 Pages
Unlock Document

Administrative Studies
ADMS 2600
Monica Belcourt

ADMS 2600 October 31, 2013 UNIT 8 – PERFORMANCE MANAGEMENT & EMPLOYEE  APPRAISAL PROCESS Performance Management Systems  • Performance management: The process of creating a work environment in which people can perform to the best of their abilities o Ongoing performance feedback: Performance expectations should be given constantly o Steps in performance management process:  Step 1 – Goals set to align with higher level goals  Step 2 – Behavioural expectations and standards set and aligned with employee and organizational goals  Step 3 – Ongoing performance feedback provided during cycle  Step 4 – Performance appraised by manager  Step 5 – Formal review session conducted  Step 6 – HR decision making • Performance appraisal: A process, typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations, and performance success Appraisal Programs • Focal performance appraisal: all employees reviewed at the same time instead of hire anniversary date • Formal performance appraisal benefits o Administrative (compensation, job evaluation)  Provide performance feedback  Recognize individual performance  Improve communication  etc. o Developmental (evaluation, training, planning) ADMS 2600 October 31, 2013  Document personnel decisions  Determine promotions  Decide on layoffs  Etc. o Provides paper trail of evaluation  Ex: Performance appraisal justifies personnel actions  labour relations • Why appraisals fail? o Little discussion o Relationship between job description and criteria is unclear o Little to no benefit from effort spent on the process, only concerned with bad performance o Dislike face-to-face confrontation o Managers not adept at rating employees o Judgemental role o Once-a-year with little follow-up • Developing an effective appraisal program o Development of performance standards  Strategic relevance – individual standards directly relate to strategic goals  Criterion deficiency – standards capture all of an individual’s contributions. Ex: measuring only revenue which is one part of the job  Criterion contamination – performance capability is not reduced by external factors. Ex: sales rep in Toronto has better chance than in Regina  Reliability – standards are quantifiable, measurably, and stable • Some companies use calibration, process where managers meet to discuss performance of employees to ensure appraisals are in line with one another Who Should Appraise? • Self-appraisal: completed by employee prior to performance interview ADMS 2600 October 31, 2013 • Subordinate appraisal: appraisal of a superior by an employee, more for developmental purposes than administrative • Peer appraisal: done by fellow employees, on forms compiled into a single profile for use in a performance interview o Not common because: popularity contest, reluctant to give control, might foster retaliation, stereotypes • Team appraisal: based on total quality management concepts, that recognizes team accomplishment rather than individual performance • Customer appraisals: based on TQM concepts and seeks evaluation from internal and external customers • 360-degree appraisal: combination of various appraisal sources o Used by nearly all fortune-xxx companies. o Comprehensive, but complex and intimidating • Training appraisers o Common rater-errors  Error of central tendency • A rating error in which all employees are rated about average  Leniency/strictness errors • A rating error in which the appraiser tends to give all employees either unusually high or unusually low ratings  Recency error
More Less

Related notes for ADMS 2600

Log In


Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.