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Performance Management
and Appraisal
Ô    
  

Prepared by
Group Dynamic
Kelvin Lye, Wong Shwu Fen & Masood
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   of employee¶s
Problem? performance for all these years

1. Jack has     [boosting


èeasons? sales, lowering cost etc.)
 

   [employees not staying long


enough to be appraisable)

        
 ow? · Praise them for job · nform them directly
well done about store problems
(Informal) · Give criticism when · Give useful feedback
things don¶t look right on where they stand
|  

olution? åse 
   approach

What should be included?

        
· nclude criteria such as · nclude a list of quality standards
1. Quality for matters such as
2. Quantity 1. Store cleanliness
3. Attendance 2. Efficiency
4. Punctuality 3. Safety
4. Adherence to budget
ü 

ü 
s Jennifer right about the need to evaluate the workers formally?
The managers? Why or why not?

ü 
Develop a performance appraisal method for the workers and
managers in each store.
ü 

         

      

-ennifer right? m 

ueed to evaluate
the workers and manager formally

hy?
ü 

         

      

hy?

Through formal performance appraisal,


manager and workers will know M Translate the employer¶s goals
· ! 
    into specific employees¶ goals
· Guidelines of appraisal [Manager and workers¶ goals
· onsequence action related to aligned with ¶s goal)
appraisal result.

Store manager and workers assist in


1. dentify and set the expected goal
[SMART)
2. Avoid counter productivity goal
ü 

         

      

hy?
   
Through formal performance appraisal, · nclude a list of quality standards for
matters such as
manager and workers will know
1. Store cleanliness
· Scope of appraisal
2. Efficiency
· "
   
3. Safety
· onsequence action related to
appraisal result. 4. Adherence to budget

    
· nclude criteria such as
1. Quality
M Standards of performance
2. Quantity
3. Attendance
4. Punctuality
ü 

         

      

hy?

M Manager and workers will have an


appointment for developing a plan
· for correcting any deficiencies onsequence action
· to reinforce the things that managers
related to appraisal result
or workers do correctly.

Solve the problem      



 !
 !
Many employees didn¶t stick around
long enough to be appraisable
Promotion or ueed training
salary arise or counseling
ü 

         

      

hy?

M Result of appraisal is exhibited


manager or workers¶ strengths
and weaknesses · Provide opportunity to
review the manager¶s or
the worker¶s career plans

Affect

|   ! 
BAK
ü 
   
!     
  
     ! 

A perfect appraisal method could be achieved over time,


but at the moment we recommend the following appraisal
method for    and     at  to best meet
the owner¶s ends.
ü 

!     
  

ffective We need to
appraisal 1. Measure the   

method? 2. Base our appraisal on ! # 

èecommended  " ! ! this specific case


 $  %! & ! 
techniques? '$%&(with lower consideration

Appraiser?    

Feedback? Given by    
ü 

!     
  

M " ! ! 

· Provides the appraiser · The preferred traits are


with easily interpretable listed with a range of
data performance.

n this example, what are the preferred traits?

ü  ü  % ! ! 


ü 

!     
  

M " ! ! 0 )* 

)*! - "   


 $  -  
+  
 +- "  +   +   
  +   

    
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!  , * ,   ,    !  / ,

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+ 
/ .
   

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ü 
+ 
/ . 
 

!. #
    
,
% !
+ 
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 ,
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+ 
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    ,
ü 

!     
  

M $   · Provides the appraiser with numerical scale


%!  to evaluate workers regarding one of their
& !  most critical behaviors.

A critical incident !  ! could be:

Gutstanding -Arrives at the shop few minutes before opening.

Satisfying
-Arrives at the shop sharp on time.

-Arrives at the shop within one hour after opening.


Bad
-Arrives at the shop between two to three hours after opening.

Terrible -Arrives at the shop after four hours.


ü 

!     
    

We need to
ffective 1. Measure the    ! !
appraisal and #!  !  
method? 2. Base our appraisal on  !
  and ! # 

èecommended     1#! '$1(in this


specific case
techniques?  " ! ! with lower consideration

Appraiser? 
 or   ! 

Feedback? Given by 


 or   ! 
ü 

!     
    

M    1#! '$1(

· Provides the appraiser with · Grganizational-wide goals are


deeper goal setting of the better measurable using MBG,
organization especially for shop managers.

n this example?

||| !0 2 · As there is no departments, the goals


1. Quality in terms of cleanliness are discussed within the framework of
2. Quality in terms of work safety
branches.
3. Quality in terms of work efficiency
· All branches have the same structure,
hence the expected results would be
4. Quality in terms of financial the same for the job description of the
management store managers.
ü 

!     
    

M    1#! '$1(
)* 
ü 

!     
    

M " ! ! 

· Provides the appraiser · The preferred traits are


with easily interpretable listed with a range of
data performance.

n this example, what are the quality standards?

!! |  


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ü 

!     
    

M " ! ! 0 )* 


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Xhank You!