The End of The Performance Appraisal
The End of The Performance Appraisal
The End of The Performance Appraisal
Appraisal?
Universitas Muhammadiyah
Surakarta
Choirul Anam
B100112006
What Is Performance?
how well employees performed the tasks
listed on a job description
Task performance: The combination of effectiveness and
efficiency at doing your core job tasks.
Citizenship: Actions that contribute to the psychological
environment of the organization, such as helping others
when not required
Counterproductivity: Actions that actively damage the
organization, including stealing, behaving aggressively
toward co-workers, or being late or absent
Purposes of Performance
Evaluation
Human resource decisions about promotions,
transfers, and terminations.
Identify training and development needs.
Pinpoint employee skills and competencies for
which remedial programs can be developed.
Provide feedback to employees on how the
organization views their performance and are often
the basis for reward allocations, including merit
pay increases.
What Do We Evaluate?
Individual Task Outcomes: Evaluate an employees
task on outcomes
Behavior: Might be evaluated on promptness in
submitting monthly reports or leadership style, and a
salesperson on average number of contact calls made
per day or sick days used per year.
Traits:
Methods of Performance
Evaluation
Written Essays: write a narrative describing an employees
strengths, weaknesses, past performance, potential, and
suggestions for improvement.
Critical Incident: focus the evaluators attention on the
difference between executing a job effectively and executing
it ineffectively.
Graphic Rating Scales: The evaluator goes through a set of
performance factors such as quantity and quality of work,
depth of knowledge, cooperation, attendance, and initiative,
and rates each on incremental scales.
NO
managers fear confrontation when
presenting negative feedback. Second,
many employees do tend to become
defensive when their weaknesses are
pointed out. Instead of accepting the
feedback as constructive and a basis for
improving performance, some criticize
the manager or redirect blame to
someone else. Finally, employees tend
to have an inflated assessment of their
own performance.