对外经贸大学：《人力资源管理 Human Resource Management》课程教学资源（授课教案）第六章 绩效考核 Appraising and Managing Performance

Part 4 Assessment and Development of Human Resources Chapter 6 Appraising and Managing Performance 8 ©2004 by UIBE Liu yuxin 6-1

© 2004 by UIBE Liu yuxin 6-1 9-1 Part 4 Assessment and Development of Human Resources Chapter 6 Appraising and Managing Performance

Chapter 6 Outline I The appraisal process II The appraisal interview III The role of appraisals in managing performance IV.Summary ©2004 by UIBE Liu yuxin 6-2

© 2004 by UIBE Liu yuxin 6-2 9-2 Chapter 6 Outline I The appraisal process II The appraisal interview III The role of appraisals in managing performance IV. Summary

Learning Objectives Describe the appraisal process -Develop,evaluate,and administer at least four performance appraisal tools 0 List and discuss the pros and cons of six appraisal methods ” Explain and illustrate the problems to avoid in appraising performance Discuss the pros and cons of using different raters to appraise a person's performance Perform an effective appraisal interview ©2004 by UIBE Liu yuxin 6-3

© 2004 by UIBE Liu yuxin 6-3 9-3 Learning Objectives ƒ Describe the appraisal process ƒ Develop, evaluate, and administer at least four performance appraisal tools ƒ List and discuss the pros and cons of six appraisal methods ƒ Explain and illustrate the problems to avoid in appraising performance ƒ Discuss the pros and cons of using different raters to appraise a person’s performance ƒ Perform an effective appraisal interview

I The appraisal process 1.1 Introduction to the appraisal process 1.2 Appraisal methods 1.3 Appraising performance:problems and solutions 6-4

© 2004 by UIBE Liu yuxin 6-4 9-4 I The appraisal process I The appraisal process 1.1 Introduction to the appraisal process 1.1 Introduction to the appraisal process 1.2 Appraisal methods 1.2 Appraisal methods 1.3 Appraising performance: problems and 1.3 Appraising performance: problems and solutions solutions

1.1 Introduction to the appraisal process ©2004 by UIBE Liu yuxin 6-5

© 2004 by UIBE Liu yuxin 6-5 9-5 1.1 Introduction to 1.1 Introduction to the appraisal process the appraisal process

The Appraisal Process The evaluation of an employee's current and past performance relative to performance standards 2 An appraisal involves: Setting work standards Assessing actual performance vs.these standards Providing feedback to the employee ©2004 by UIBE Liu yuxin 6-6

© 2004 by UIBE Liu yuxin 6-6 9-6 The Appraisal Process ƒ The evaluation of an employee’s current and past performance relative to performance standards ƒ An appraisal involves: ‹Setting work standards ‹Assessing actual performance vs. these standards ‹Providing feedback to the employee

Why Appraise Performance? Appraisals provide information for promotion and salary decisions Provides opportunity to review an employee's work related behavior with the goal of correcting deficiencies Is part of the career-planning process Appraisals help manage and improve your firm's performance ©2004 by UIBE Liu yuxin 6-7

© 2004 by UIBE Liu yuxin 6-7 9-7 Why Appraise Performance? ƒ Appraisals provide information for promotion and salary decisions ƒ Provides opportunity to review an employee’s work related behavior with the goal of correcting deficiencies ƒ Is part of the career-planning process ƒ Appraisals help manage and improve your firm’s performance

Performance Appraisal Benefits to Employer Individual differences make a difference to company performance. Documentation of performance may be needed for legal defense. Appraisal provides basis for bonus or merit system. Appraisal dimensions and standards help implement strategic goals and clarify performance expectations. Appraisal criteria can include teamwork. ©2004 by UIBE Liu yuxin 6-8

© 2004 by UIBE Liu yuxin 6-8 9-8 Performance Appraisal Benefits to Employer ƒ Individual differences make a difference to company performance. ƒ Documentation of performance may be needed for legal defense. ƒ Appraisal provides basis for bonus or merit system. ƒ Appraisal dimensions and standards help implement strategic goals and clarify performance expectations. ƒ Appraisal criteria can include teamwork

Performance Appraisal Benefits to Employee Improvement in performance requires assessment. Differences in worker performance should have an effect on merit and work itself Assessment and recognition of performance levels can motivate workers to improve their performance. ©2004 by UIBE Liu yuxin 6-9

© 2004 by UIBE Liu yuxin 6-9 9-9 Performance Appraisal Benefits to Employee ƒ Improvement in performance requires assessment. ƒ Differences in worker performance should have an effect on merit and work itself. ƒ Assessment and recognition of performance levels can motivate workers to improve their performance

The Supervisor's Role Evaluating Faculty for Promotion and Tenure Classroom Teaching Appraisal by Students Teacher Course_ Academic Year Must be familiar with Thoughtful studert appralsal can hep improve teaching effectiveness. This is denigned for that purpose.and your apprectaled.Plase do nat sign your name. Use the back of this form for any turther oomments you right want to express:use numbers 10.11,and 12 for any additional questions thiat basic appraisal you might like to add Directions Rate your teacher on each item,giving the highest scores for exceptlonal performances and the lowest scores for very poor performances.Place in the blank spece before each statement the rating techniques that most closety expresses your vle. Excep- Moderately Very Don't tional Good Poor Know 1 6 5 3 2 1 Be candid but fair when 1.How do you rale the agreement between course objedives and esson assignments? 2.How do you rate the planning.organization.and use of classs perods? delivering bad news 3.Are the teaching methods and techniques employed by the teacher approprate and effective? 4.How do you rate the competence of the instrucor in the subjed? 5.How do you rate the interest of the teacher in the subject? a HR will often outline 6.Does the teacher stimrulate and challenge you to think and to question? 7.Does he or she welcome diftering points of vlew? guidelines but leave 8.Does the teacher have a personal interest in helping you in and out of class? 9.How would you rate the falmess and effediveness of the grading policles and prooedures of the teacher? implementation to 10 Faculty Evaluation Rating Forms 11. 72 supervisors 13.Corsidering all the above ltems.whiat is your overall rating of this teacher? Sample 14.How would you rate this teacher in companson with all others you have had in the college or university? appraisal form ©2004 by UIBE Liu yuxin 6-10

© 2004 by UIBE Liu yuxin 6-10 9-10 The Supervisor’s Role ƒ Must be familiar with basic appraisal techniques ƒ Be candid but fair when delivering bad news ƒ HR will often outline guidelines but leave implementation to supervisors Sample appraisal form