Chapter 9
Performance Management and
Appraisal
Bias Sukma Putra
(2014021010) (MGT)
Syahda Faturahmalia
(2014021012) (MGT)
Aruneysha
Basic Concepts In
Performance Management and Appraisal
The performan
ce Appraisal
Process
Why Appraisal Performanc
e?
The
Importance of
Continuous Feedback nt Defined Defining
The
Employee’s Goals and Performanc
e
Standards
Defining The
Employee’s Goals
and Performance
Standards
HR In Practice: How To Set
Effective Goals
Talent
Management: Basing Appraisal Standards On
Required Competencies
The Role Of Job
Why
Should Do
The
Appraising
?
Peer
Appraisal CommitteeRating s
Appraisal By
Subordinat es
Self-Rating
Techniques
For
Appraising
Performanc
e
Graphic
Rating
Scale
Method
Force
Distributio
n Method
Alternatio
n Ranking
Method
Paired
Comparis
on
Method
Manageme
nt By
Objectives
Behaviorally
Anchored
Rating
Scales
(BARS)
Mixed
Standard
Scales
Electronic Performan
ce Monitorin
g
Critical
Incident
Method
Computerize
d and Web
Based
Performance
Appraisal
Behaviorally
Anchored Rating
Scales (BARS)
Research
Dealing With
Appraisal
Problems And
Interviews
Unclear
Standar
ds
Potential
Appraisal
Problems
Halo Effect
Central Tendency
Leniency Or
Strictness
Recency
Effects
Bias
HAL
330-331
1. Know the performanc
e appraisal problems
2. Use the right appraisal
tool
3. Keep a diary
4. Get agreeme
nt on a plan
5. Ensure fairness
Appraisals and the law
•
The court concluded that the
practive was ilegal because :
1. The firm based the appraisals on
subjective supervisory obset vations .
2. I didn’t administer and score the appraisals
in a standardized fashion .
3. Two of the three supervisory evaluators did not have daily contact with the employees HAL
Managing
The
Appraisal
Interview
Types Of Appraisal Interviews
How To Conduct The
Appraisal Interview
How To Handle A Defenive Subordinate
How To Criticize A Subordinate
How To Handle A Formal Written Warning
Realistic Appraisals Hal
Performance
Management
Performanc e
Managemen t vs
Performanc e Appraisal
Using Information Technology to
Support Performance Management
Talent Management Practices And
Employee Appraisal 1.
Mengidentifikas i profil tenaga
kerja ( kompetisi, pengetahuan,sif at,danpengalam
an )
2. Memikirkan semua tugas ( merekrut, dsb)
3. Selalu menggunakan profil yg sam untuk
merumuskan rencana prekrutan
karyawan . Co seleksi
,pelatihan ,penilaian
4. Aktif mengelola karyawan yg
berbeda Perekrutan,
seleksi,
pengembangan, dan manfaat 5. Mengintegrasika
kegiatan manajemen bakat yg mendasari
( perencanaan, merekrut,
mengembangkan, menilai, dan
