HRM and Staff Appraisal（PPT 29）英文

HRM and Staff Appraisal
Staff Performance Appraisal Systems
 … the number one American management problem. It takes the average employee (manager or non-manager) six months to recover from it.                                                                             (Peters, 1989; p. 495)

Most large businesses have staff appraisal schemes.
Even with no formal scheme, judgments are made
benign, beneficial or insidious
about continuity of employment, promotion, reward, redundancy, inclusion/exclusion.
formal policy for systematic, job-related feedback
boss/subordinate appraisal encounters
potential for problems and frustration
Yet companies and participants say that benefit stems from the process.
Purposes of Staff Appraisal
Review past performance and give feedback
Define expectations,  directions and objectives to improve performance
Assess and support training & development needs (learning, job/career change)
Discuss and encourage potential/promotability
Communicate review and assessment of additional rewards
Make retention decisions (probationary period)
Types of Staff Appraisal Scheme
Informal and unsystematic
Formal schemes: policy (fabric and process)
Rating scales/forms
Trait (X has these personal qualities)
Behaviour (X demonstrates these behaviours)
Competencies (X performs with this level of competence)
MbO - Results-oriented appraisal (delivers against "agreed" targets)
360 o appraisal (stakeholder feedback to the manager)
Self-appraisal
Rating Approach (Traits/behaviour)
Results oriented, MbO Tenets?
Standards/targets
Focus and channel effort.
Evaluate progress and performance “quality “
MbO discussions involve
structured,  mutual and challenging process
What is expected of me?
realistic, attainable targets (not exploitative demands)
trust and sharing
analysis, problem-solving + 2-way feedback (experiential learning)
Theory Y: balancing individual needs with organisational situation
openings for personal growth/learning in the "job plan"
delegating responsibility - empowering (scope, authority + resources to handle matters).
Identify internal & external barriers