Pitfalls of 360 Degree Performance Evaluations - PowerPoint by rdh18038


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Employee Performance

          Chapter 5
      Learning Objectives
   Define performance appraisals and their purposes in work organizations.
   Describe issues involved in the measurement of job performance,
    including the development of performance criteria.
   Discuss various sources of performance ratings, and their respective
    advantages and disadvantages.
   Discuss the 360-degree feedback.
   Discuss various methods of rating performance, and their respective
    advantages and disadvantages.
   Discuss the various problems and pitfalls involved in the performance
    appraisal process.
   Discuss the influence of civil rights legislation on the use of performance
    Performance Appraisal
 Definition
 Job analysis: The starting point for
  performance appraisal
 The purpose of performance appraisals
           Performance Appraisals
        Influencing the Organizations
   Personnel Training
   Wage & Salary Administration
   Placement
   Promotions
   Discharge
   Personnel Research (Less biased criterion)
Reasons for Conducting Appraisal
       Measurement of Job Performance
                 Performance Criteria

   Objective performance criteria
   Subjective performance criteria
   Concerns for a performance criterion
Sources of Performance Ratings

 Supervisor appraisal
 Self-appraisal
    Sources of Performance Ratings

   Peer appraisal: Three types

   Research findings
   Subordinate appraisal
   Customer appraisal
    Sources of Performance Ratings (cont.)

                   360-degree feedback
   Based on two key assumptions:

   Typical assessment evaluations are along three

   Overrating oneself is common
Methods of Rating Performance

Comparative  methods
Individual methods
   Methods of Rating Performance
       Comparative Methods

 Ranking
 Paired   comparison

 Forced-distribution   technique
Forced-Distribution Technique (E.g.1)
       Methods of Rating Performance
                  Individual Methods
   Graphic rating scale

   Behaviorally anchored rating scale (BARS)

   Behavioral observation scale (BOS)

   Checklists
   Narratives
Graphic Rating Scale (E.g.1)
Graphic Rating Scale (E.g.2)
Behaviorally Anchored Rating Scale
  E.g. Appraising Patrol Officers
  Performance Appraisal Process
    Two parts of performance appraisal
 Performance assessment
 Performance feedback

 Objectives   of feedback
Problems &Pitfalls in Performance Appraisal

   Response tendency errors

   Halo effect
   Recency effect
   Causal attribution error

   Personal biases
   Cross-cultural & international issues
        How to Improve
    Performance Appraisals
   Train appraisers

   Appraise appraisers
   Obtain multiple evaluations
   Review and revise performance appraisals
   Conduct performance appraisals regularly
   Improve performance appraisal techniques
          Legal Concerns in
        Performance Appraisals

 The role of performance appraisals in
  worker's career advancement 
 The importance of
  – Valid Performance appraisals
  – Nondiscriminatory Performance appraisals
         Current & Future Trends in
            Performance Appraisal

   The changing nature of the work & it’s
    consequences in performance appraisals
     – Constant review & revision of performance
       appraisal procedure

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