1
Copyright © 2011 Pearson Education
Ch. 5
Performance Appraisal
and Training [Link] SOKRAT
Purpose of Orientation 2
Copyright © 2011 Pearson Education
Orientation Helps New
Employees
Know what is
Begin the
Feel welcome Understand the expected in
socialization
and at ease organization work and
process
behavior
The Orientation Process 3
Copyright © 2011 Pearson Education
Employee benefit Company organization
information and operations
Personnel Employee Safety measures
policies Orientation and regulations
Daily Facilities
routine tour
The Training Process 4
Copyright © 2011 Pearson Education
- Training
► Is the process of teaching new employees the basic skills they need to perform their
jobs
► Reduces an employer’s exposure to negligent training liability’ Employers today
must make sure that their training programs are supporting their firms’ strategic
goals.
- Training’s Strategic Context
► The goals of firm’s training programs must make sense in terms of the company’s
strategic goals.
► Training fosters employee learning, which results in enhanced organizational
performance.
Steps in the Training Process 5
Copyright © 2011 Pearson Education
The Four-Step Training Process
1 Needs analysis
2 Instructional design
3 Program implementation
4 Evaluation
Analyzing Training Needs 6
Copyright © 2011 Pearson Education
Training Needs
Analysis
Task Analysis: Performance Analysis:
Evaluating new employees’ Evaluating current employees’
training needs training needs
Training Methods 7
Copyright © 2011 Pearson Education
► On-the-Job Training
► Job Instruction Training
► Lectures
► Tele-training and Videoconferencing
► Simulated Learning
► Internet-Based Training
Other Management Training Techniques 8
Copyright © 2011 Pearson Education
Off-the-Job Management Training
and Development Techniques
The case study
Role playing
method
Management Behavior
games modeling
Corporate
Outside seminars
universities
University-related Executive
programs coaches
Performance Appraisal 9
Copyright © 2011 Pearson Education
► Means evaluating an employee’s current or past performance qualified
to his or her performance standards
Basic Concepts in Performance 10
Management and Appraisal
Copyright © 2011 Pearson Education
Performance Appraisal Performance
Management
Setting work standards, An integrated approach
evaluating performance, to ensuring that an
and providing feedback employee’s performance
to employees to supports and contributes
motivate, correct, and to the organization’s
continue their strategic aims.
performance.
An Introduction to Appraising 11
Performance
Copyright © 2011 Pearson Education
Why Appraise Performance?
1 Is basis for pay and promotion decisions.
2 Plays an integral role in performance management.
Helps in correcting deficiencies and reinforcing good
3
performance.
4 Is useful in career planning.
(Un)Realistic Appraisals 12
Copyright © 2011 Pearson Education
- Incentives for Soft Appraisals
► The fear of having to hire and train someone new.
► The unpleasant reaction of the appraisee.
- Risks of Soft Appraisals
► Employee loses the chance to improve before being discharged or forced
to change jobs.
► Lawsuits arising from dismissals involving inaccurate performance
appraisals.
Performance Appraisal Roles 13
Copyright © 2011 Pearson Education
- The Supervisor’s Role:
► Usually do the actual appraising
► Must be familiar with basic appraisal techniques
► Must understand and avoid problems that can cripple appraisals
► Must know how to conduct appraisals fairly
Performance Appraisal Roles (cont’d) 14
Copyright © 2011 Pearson Education
- The HR Department’s Role:
► Provides advice and assistance regarding the appraisal tool to use.
► Trains supervisors to improve their appraisal skills.
► Monitors the appraisal system effectiveness
Effectively Appraising Performance 15
Copyright © 2011 Pearson Education
Steps in Appraising Performance
1 Defining the job and performance criteria
2 Appraising performance
3 Providing feedback session
Designing the Appraisal Tool 16
Copyright © 2011 Pearson Education
- What to Measure?
► Work output (quality and quantity)
► Personal competencies
► Goal (objective) achievement
- How to Measure?
► Actual job duties
► Behavioral competencies