Objective performance appraisals: The final frontier
Appraisals – an overview Why do we hate them? • • • Givers: “ineffective managers” Receivers: “malcontents” (1) Rator Bias, Subjective, Hidden Agendas Complex, time-consuming and cumbersome Imposed systems, Cut-and-paste systems – Multi-nationals & multi-site organisations
Appraisals – an overview Why do we appraise performance? • Evaluation of an employee’s performance against specified job goals (2) • Vehicle for managers and employees to develop a mutual understanding of responsibilities and goals (2) • Powerful means of managerial control, by setting objectives in a hierarchical fashion and a review of success or failure in achieving these objectives(4) • Satisfaction: The employer must be satisfied that the employee is functioning well, in terms of the needs of the organisation, and the employee needs to be satisfied that the employer and the organisation is looking after his/her needs (5)
Appraisals – an overview Why do we appraise performance? • To measure is to know • Quantifying team and/or individual contributions to organisation success • Employee Development • Behaviour shaping & Value entrenchment • Compensation and incentives/bonuses • Motivating employees (3)
Appraisals – an overview Subjectivity – good, bad or ugly • • Bias, halo-effect Fairness, balance of power “Actual” & “Real” observations & measurement Perception vs Reality – Link to outcome action – If Developmental – various perceptions from various contexts – If Remunerative – Facts and Evidence based
Appraisals – an overview What should we consider? • System – – – objectives, design, processes, outcomes, credibility and buy-in Employee needs • Organisation – structure – culture – technology Managerial needs
Appraisals – an overview Which appraisals aspects impact its objectivity? • • Measurement tool Measurement standard (goals, objectives) Measurement process (cycle) Measurement action – Outcome action of appraisal
Measurement tool • Documentation to facilitate appraisal process – – The appraisal document is not an end in itself Ease of use Transparency Structure • Policy • Process – Role clarity – Who drives the appraisal process?
Measurement Standard Goal setting – how long is a piece of string? • Goals vs Behaviours • Goal setting –Measureable & Quantifiable –Timelines –Quality of completion –Achieved, Exceeded and Not Achieved –SMART Source and implement an Employee Assistance Programme, within budgetary framework, by 31 July 2010. EAP should address as minimum: –Financial education Context specific –Counseling services
Appraisal for Jimmy • You are a customer at Le Fancy Restaurant • Jimmy is your waiter • In groups of 2, compile a performance appraisal for Jimmy • How will you measure whether he is a good waiter or not? “I want to have a good body, but not as much as I want dessert” Greta Garbo
Measurement process Appraisal cycle Goal setting Compensation impact and/or incentive Agreement Development plan Implementation Final review Review Implementation Agreement
Measurement Action To pay or not to pay – that is the question? • Incentives & Bonuses • Salary adjustments Single-rater model Independence? • Developmental reviews Multi-rater (360) model Multiple contexts Agenda?
So, how do we build more objective appraisals - practically? • • • Performance diary & evidence-based assessment Buy-in Appraiser Training Appraisal dispute resolution process Appraisal methodology – Traditional Top-down – Multi-rater (360) • Goal setting
Critical Success Factors • Defined appraisal policy and/or philosophy – – – • Delineates appraisal objectives and process Addresses the impact on compensation, if any Timelines (must I still be employed to be paid the incentive? ) Entitlement (levels/jobs that are entitled) Review process (grievance) Buy-in – Employees and their representatives – Managers – HR • Legitimacy – Is this is “tick-the-box” exercise? – Consequences for poor appraisals? • • Training and communication System review
References (1) Coens, L. M & Jenkins, M. 2000. Abolishing performance appraisals. Koehler Publishing, San Francisco (2) Olson, R. F. 1981. Performance Appraisal: A guide to greater productivity. John Wiley & sons, Toronto (3) Williams, R. S. 2002. Managing employee performance: Design and implementation in organisations, Thompson learning, London (4) Edmonstone, J. Appraising the state of appraisal, Health Manpower Management, vol. 22, no. 6, p 9, 1996 (5) Hunt, N. 2005. Conducting staff appraisal: How to set up a review system that will ensure fair and effective appraisal and improve individual and organisational results, How to books, Oxford.
Скачать презентацию Objective performance appraisals The final frontier Appraisals
74736cf8d7d06078d0f856fdcd5df3d2.ppt