Unit 1.1 Performance Management and Appraisal Process PDF

UNIT 1.1 Introduction to Performance Management and the Appraisal Process Warnich et al. (2021), Chapter 9, pp. 311-319 25 July 2024 Presented by Dr D Pillay-Naidoo LETS CHAT! ▪ What is Performance Management (PM)? ▪ What the implications of poor PM? ▪ Where can an organisation use ? ▪ Wh...

UNIT 1.1 Introduction to Performance Management and the Appraisal Process Warnich et al. (2021), Chapter 9, pp. 311-319 25 July 2024 Presented by Dr D Pillay-Naidoo LETS CHAT! ▪ What is Performance Management (PM)? ▪ What the implications of poor PM? ▪ Where can an organisation use ? ▪ Who are involved in PM? ▪ Requirements? ▪ How implement? LEARNING OUTCOMES FOR THIS UNIT Learning outcomes/specific outcomes of the study theme ▪  ✓ Differentiate between performance appraisal and performance management. ✓ Apply the three types of performance criteria. ✓ Distinguish between the different performance appraisal objectives. ✓ Discuss and apply the steps followed in the appraisal process ✓ Discuss and apply the steps in analysing a performance problem (including the possible causes of performance problems). ✓ Understand the legal guidelines that can be followed to protect an organization from problems related to performance appraisals. LO 1: DIFFERENTIATE BETWEEN PERFORMANCE APPRAISAL AND PERFORMANCE MANAGEMENT Performance Management- Umbrella under which performance appraisal occurs. PM is a collection of activities which includes monitoring, evaluation and appraisal, rewards. PM is a process not a once off activity Performance Appraisal- one of the key activities in the performance management process. After actively managing performance through setting goals, training the employee and correcting behaviour we are able to appraise or evaluate performance for a specific time frame. LO 1: PERFORMANCE MANAGEMENT (PM) VS PERFORMANCE APPRAISAL (PA)  Performance management (PM) – process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance…. PRESENT AND FUTURE  Performance appraisal (PA) – process of evaluating how well employees perform their jobs when compared to a set of standards and then communicating that information to employees-PAST SABPP HR Standards & Warnich https://talentmanagement360.com/the-difference-between-performance-management-and- performance-appraisal/ Evaluation or Assessment Let’s assess your understanding Thabo begins his new job at Bicorp LTD. On his first day, his manager Lebo calls him in Mandy is attending a meeting with her for a meeting. Lebo discusses Thabo’s job manager Gita. During the meeting Gita description, and explains his roles and askes Mandy to present evidence of responsibilities in his new job. She also how she has performed in the 2021 discusses Thabo’s performance targets and performance year. Gita and Mandy offers him a brochure on a list of suitable agree that Mandy has met the training programmes. She tells Thabo that in expectations set out for her earlier in 6 months time they will sit down again to the year. Mandy receives an average review how well he is progressing towards score of 3.5/5 for her performance meeting his performance targets. LO 2: APPLY THE THREE TYPES OF PERFORMANCE CRITERIA. – Trait-based criteria - focus on the personal characteristics of an employee (eg. honesty, dependability, creativity, focus on what a person is, not on what he or she does or accomplishes on the job) – Behaviour-based criteria - specific behaviours or actions that lead to job success (eg. instead of ranking leadership ability (a trait), the rater is asked to assess whether an employee exhibits certain behaviours) – Results or outcome-based criteria - focus on what was accomplished or produced rather than how it was accomplished or produced Practical examples Principle or standard by which something may be judged or decided. LO 2: APPLY THE THREE TYPES OF PERFORMANCE CRITERIA From the job description of a sales consultant… The candidate must… We are looking for energetic, passionate, self-motivated individuals with proven work experience. Candidates must demonstrate ability to interact and work with a team of diverse individuals. Strict targets are in place, successful candidates will need to log a total of 950 calls per week. If you have what it takes, then don’t hesitate to apply. We want YOU to join our team. LO 3: DISTINGUISH BETWEEN THE PERFORMANCE APPRAISAL OBJECTIVES Synonyms for objectives: Intention Purpose Aim Goal WHY??? LO 3: DISTINGUISH BETWEEN THE PERFORMANCE APPRAISAL OBJECTIVES Synonyms for objectives: Intention Purpose Aim Goal WHY???  LO 4: DISCUSS AND APPLY THE STEPS FOLLOWED IN THE APPRAISAL PROCESS PA systems will vary from org to org but nonetheless some general guidelines in the steps of developing a appraisal systems process 7. Determine 1. Determine 6. Discuss future performance appraisal with performance requirements. employees goals 2. Choose an 5. Appraise appropriate according to appraisal job standards. method. 4. Discuss 3. Train methods with supervisors. employees. Lets assess Rearrange the activities in the case study to ensure the appraisal process is followed correctly Thabo has been in his manager position for 1 year now. It is time for him to engage in the performance appraisal process of his staff. Although he has never done this before he is very confident as he has been through the process as an employee in his previous employer and knows exactly what he should do. He drafts the following plan: First he decides that he will be using a comparative method by comparing the employees. He then will call the employee’s in and tell them that he will be ranking them against each other to see how well they perform. Once he is done with that he will decide what he wants the employees to achieve in the future by deciding on their performance goals. He does this so he can already communicate this to them in the meeting. Thabo thinks that next he will appraise the employees and after the appraisal he will explain how he has appraised them so they are aware. He will then determine the performance requirements for next years appraisal and finally he will ensure that the supervisors are trained so they can handle the appraisals next year. Lets assess 1. He will then determine the performance requirements for next years appraisal 2. First he decides that he will be using a comparative method by comparing the employees 3. and finally he will ensure that the supervisors are trained so they can handle the appraisals next year. 4. He then will call the employee’s in and tell them that he will ranking them against each other to see how well they perform. 5. Thabo thinks that next he will appraise the employees 6. and after the appraisal he will explain how he has appraised them so they are aware. 7. Once he is done with that he will decide what he wants the employees to achieve in the future by deciding on their performance goals. He does this so he can already communicate this to them in the meeting. LO 5: DISCUSS AND APPLY THE STEPS IN ANALYSING A PERFORMANCE PROBLEM (INCLUDING THE POSSIBLE CAUSES OF PERFORMANCE PROBLEMS). Step 1 Define Expectations Stipulate what is considered good performance, What are the key performance indicators? Step 2 Identifying Causes Lack of skills, Lack of motivation, Lack of respect for rules, Personal problems Sstep 3 Selecting a corrective approach Training, transfer, demotion, work design, rehab LO 6 :UNDERSTAND THE LEGAL GUIDELINES THAT CAN BE FOLLOWED TO PROTECT AN ORGANIZATION FROM PROBLEMS RELATED TO PERFORMANCE APPRAISALS. ▪ Written appraisals conducted regularly for all employee ▪ Supervisors should be trained ▪ Apply consistent, explicit and objective job related standards ▪ Audit system ▪ Problem areas detailed & documented ▪ Problems identified establish goals and timelines for improvement ▪ Give employee clear opportunity to respond ▪ Employer should be able to prove that employee received the appraisal ▪ Circulation of PA should be restricted ▪ Check past PAs Next contact Session: Tutorial on Unit 1.1 Tuesday 30/07