Overall 360 Performance Rating Presentation

360 performance Rating

1. An Overview
Graphic Rating Scale

2. NEED FOR PERFORMANCE
APPRAISAL

3. Performanceappraisalisapowerfultooltohelp
thesupervisormeettheobjectivesofthedepartment
andorganization.
Thebenefitsofconductingperformanceappraisals
includeprovidinginformationnecessaryfor
improvingperformanceandmotivatingemployees.
Performanceappraisalsalsoprovideimportant
recordsforthecompany.
Managersusethisinformationfordecisionson
raises,promotions,anddiscipline.

4. STEPS FOR PERFORMANCE
APPRAISAL

5. •Therearesystematicstepsinappraising
performance.
–First,performanceandresultsexpectationsand
standardsofperformanceareestablishedand
communicatedtoemployees.
–Thesupervisorthenobservesbehaviorand
performanceresults,comparingthemtothe
standardsset.
–Finally,thesupervisorprovidesreinforcementfor
acceptableorexcellentperformanceandworkswith
employeestodevelopremediesforinadequate
performance.

6. BENEFITS OF PERFORMANCE
APPRAISAL

7. •PerformanceAppraisal:Formalfeedbackon
howwellanemployeeisperforminghisorher
job.
–Performanceappraisalsmaybeaccomplishedwith
theuseofastandardform,whichincludesquestions
oritemstoguidetheprocess.
–Ontheotherhand,performanceappraisalcanbe
accomplishedwithoutastandardform.
•Ineithercase,theevaluationshouldbebasedon
predeterminedperformanceexpectationsthatare
communicatedtoemployees.

8. •Performanceappraisalsprovideinformation
necessaryforemployeestoimprovethequality
oftheirwork.
–Itcanhelpmotivateemployees.
•Employeesliketohearhowtheyaredoing,andbehaviors
thatareevaluatedormeasuredtendtogetmoreattention
fromindividuals.
–Therefore,whenitisusefultotheorganizationto
havespecialattentiondirectedatagoal,itisusefulto
havethatitemonaformalappraisal.
•Forexample,ifthequalityofaproductorserviceis
important,itisworthwhiletohaveasectiononthe
performanceappraisalonquality.

9. •Anotherreasonforconductingperformance
appraisalsisthattheyprovideimportantrecords
fortheorganization.
–Theyareausefulsourceofinformationwhen
decidingonraises,promotions,anddiscipline,and
theyprovideevidencethatthesewereadministered
fairly.
–Inthecaseofemployeebehaviororperformance
problems,anappraisaldocumentstheproblem.

10. THE APPRAISAL PROCESS

11. •Establishand communicate
expectationsforperformance.
•Observeandmeasureindividual
performanceagainststandards.
•Reinforceperformancetoprovide
remedies

12. TYPES OF APPRAISAL

13. •Types of commonly used performance
appraisal techniques include:
–Graphic rating scales.
–Paired-comparison approach.
–Forced-choice approach.
–Essay appraisal.

14. Graphic Rating Scale
•GraphicRatingScale:Aperformance
appraisalthatratesthedegreetowhichthe
employee has achieved various
characteristics.
–Thegraphicratingscaleisthemostcommontype
ofappraisalused.
–Variouscharacteristicssuchasjobknowledgeor
punctualityareratedbythedegreeof
achievement.
•Therateusuallyreceivesascoreof1to5,with5
representingexcellentperformance.
•Someformsallowforadditionalcomments.

15. •Theadvantageofthistypeofappraisal
isthatitisrelativelyeasytouse.
–However,theratingsthemselvesare
subjective.
•Whatonesupervisorconsiders“excellent”may
seemjust“average”tosomeoneelse.
•Also,manysupervisorstendtorateeveryone
asbeingatleastalittlebitaboveaverage.
•Additionaldescriptiveinformationisanattempt
toovercometheseproblems.

16. WHAT REALLY HAPPENS IN
GRS…..

17. •Agraphicratingscale(GRS)presentsappraiserswith
alistofdimensions,whichareaspectsof
performancethatdetermineanemployee's
effectiveness.Examplesofperformancedimensions
arecooperativeness,adaptability,maturity,and
motivation.Eachdimensionisaccompaniedbya
multi-point(e.g.,3,5,or7)ratingscale.Thepoints
alongthescalearedefinedbynumbersand/or
descriptivewordsorphrasesthatindicatethelevelof
performance.Themidpointofthescaleisusually
anchoredbysuchwordsas"average,""adequate,"
"satisfactory,"or"meetsstandards."

18. Graphic Rating Scales
A graphic rating scale presents respondents
with a graphic continuum.
3 2 1
Very Ok Very
Good Poor

19. THE BASE FOR MODERN
APPRAISAL

20. Sources of
Graphic Rating
Scale
Supervisor
Subordinates
Peers
Team
Customers
Self

21. WHY GRAPHIC RATING
SCALES

22. •Manyorganizationsusegraphicratingscales
becausetheyareeasytouseandcostlittleto
develop.
•HRprofessionalscandevelopsuchforms
quickly,andbecausethedimensionsand
anchorsarewrittenatagenerallevel,asingle
formisapplicabletoallormostjobswithinan
organization.

23. GRAPHIC RATING SCALE
STANDARDS

25. SAMPLE FORM FOR GRAPHIC
RATING SCALE

26. Figure 11–8a

27. Figure 11–8b

28. THE DEFECTS

29. •Theratingscaledoesnotclearlyindicatewhataperson
mustdotoachieveagivenrating,thusemployeesareleftin
thedarkastowhatisexpectedofthem.
•Graphicratingscalesalsofailtoprovideagoodmechanism
forprovidingspecific,non-threateningfeedback.Negative
feedbackshouldfocusonspecificbehaviorsratherthanon
thevaguelydefineddimensionstheGRSsdescribe.
•Accurateratingsarenotlikelytobeachievedbecausethe
pointsontheratingscalearenotclearlydefined.

30. THE FUTURE

31. •Thistechniquemaynotyieldthedepthofanessayappraisal,
butitismoreconsistentandreliable.
•Typically,agraphicscaleassessesapersononthequalityand
quantityofhiswork(isheoutstanding,aboveaverage,
average,orunsatisfactory?)andonavarietyofotherfactors
thatvarywiththejobbutusuallyincludepersonaltraitslike
reliabilityandcooperation.
•Itmayalsoincludespecificperformanceitemslikeoraland
writtencommunication.
•Thegraphicscalehascomeunderfrequentattack,butremains
themostwidelyusedratingmethod.

32. •Inaclassiccomparisonbetweenthe"old-fashioned"graphic
scaleandthemuchmoresophisticatedforced-choice
technique,theformerprovedtobefullyasvalidasthebest
oftheforced-choiceforms,andbetterthanmostofthem.
•Itisalsocheapertodevelopandmoreacceptabletoraters
thantheforced-choiceform.
•Formanypurposesthereisnoneedtouseanythingmore
complicatedthanagraphicscalesupplementedbyafew
essayquestions.

33. HAVE DAYNICEA