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HRM 2600 (78)
Chapter 8

Chapter 8 - Performance Appraisal

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Human Resources Management
HRM 2600
Indira Somwaru

Chapter 8Performance AppraisalA process typically performed annually by a supervisor for a subordinate designed to help employees understand their roles objectives expectations and performance successPurpose of Appraisal Programs 2 Reasons1Administrative To give raises or the annual increase Legal reasons Must include documentation of poor performance in particular which eventually may lead to termination Promotions Layoffs 2Development Training what kind of training do they needCareer development Who should appraiseManager andor SupervisorAppraisal done by an employees manager and reviewed by a manager one level higherSelfAppraisal Appraisal done by the employee being evaluated generally on an appraisal form completed by the employee prior to the performance interviewPeer AppraisalAppraisal by fellow employees compiled into a single profile for use in an interview conducted by the employees managerWhy peer appraisals are not used more often1Peer ratings are simply a popularity contest2Managers are reluctant to give up control over the appraisal process3Those receiving low ratings might retaliate against their peers4Peers rely on stereotypes in ratingsCustomer Appraisalrestaurant360 degrees feedback system Everyone you work with evaluate your performance Time consuming because so many people are involved in evaluating so you have to wait for all the responses
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