PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

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PAD214INTRODUCTION TO PUBLIC PERSONNEL
ADMINISTRATION

• LESSON 9
• PERFORMANCE APPRAISAL PROMOTION

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INTRODUCTION

• One of the importance issue that normally faced
  by any organization is how to maintain and
  measure employees competencies. Developing an
  effective performance appraisal system has been a
  high priority for human resource management.
  Performance appraisal can be used for many
  purposes and the primary goal of an appraisal
  system is to improve individual employee and
  organizational performance.

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OBJECTIVES OF THIS LECTURE

• Upon completing this chapter student should be
  able to
• Understand the concept performance appraisal
• Describe the purpose of performance appraisal
• Describe performance appraisal criteria
• Describe the methods used to evaluate employee
  performance
• Understand the problems in evaluating employee
  performance

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Definition

• Performance appraisal is the HRM activity that is
  used to determine the extent to which an employee
  is performing the job effectively
• Performance appraisal is a continuing assessment
  of an individual employees effectiveness or
  adequacy in the work performed and his potential
  for the future.
• Performance appraisal is the systematic, periodic
  evaluation of employees effectiveness or
  adequacy in the work performed and his potential
  for the future.

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The purposes of performance appraisal

• Development used to determine which employee
  need training
• Compensation adjustment used to decide who
  should receive pay raises and bonuses
• Motivation used to develop a sense of
  responsibility and stimulate effort to
  performance better
• Placement decision used to determine promotion,
  transfer and demotion decisions
• Employment planning used to prepare HRP
• Job design used to restructuring the job

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Performance appraisal criteria

• Quantity of work volume of acceptable work
• Quality of work neatness and accuracy of work
• Knowledge of job clear understanding of the
  facts pertinent to the job
• Personal qualities personality , leadership
• Cooperation ability and willingness to work
  with associates
• Dependability ability to work independently
• Initiative extra effort
• Earnestness in seeking increased responsibility

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The methods for evaluating employee performance

• The 360-degree evaluation
• A multi-rater evaluation that involves input
  from multiple levels within the firm and external
  sources as well.
• Graphic Rating Scale
• Graphic Rating Scale requires the evaluator to
  provide an objective evaluation of individuals
  performance along a scale from low to high. It
  uses standard format of appraisal form. The
  evaluator rates employee according to defined
  factors.

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• Narrative Method
• Subjective evaluation and requires a long
  written analysis
• Ranking Method
• It is a job evaluation method in which the
  evaluator simply places all employees from a
  group in rank order of overall performance.

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The problems

• Appraiser Errors
• Leniency and harshness
• Central tendency errors
• Halo effect
• Personal bias
• Bias and favouritism
• System design and Operating Problems
• Poorly designed
• Some evaluation techniques take a long time to
  carry out
• Require extensive written analysis
• Employees problem
• Employees do not understand the system
• Employees are not work-oriented
• Evaluation may be below the employees
  expectations

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TUTORIAL

• Explain the objective of performance appraisal
• Briefly describe each of the following methods of
  performance appraisal
• Rating scale
• Critical incidents
• Essay
• Work standard
• Ranking
• Force distribution
• Result-based system
• 360-degree feedback

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PROMOTION

• Promotion is a process of upgrading of an
  employee from a job to another position that is
  higher in pay, responsibility and organizational
  level.
• Eg from Assistant Manager to Manager

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The purposes of promotion

• As a recognition of an employees past
  performance
• As a reward of an employees achievement
• As a method to motivate employee to strive for
  excellent or a method of a career development
  program
• As a method to fill job vacancies ( higher post)

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The principles of promotion

• MERIT-BASED PROMOTION
• Merit based promotion is used when an employee
  is promoted because of superior performance in
  the current job. When promotion is mostly
  reward for past effort and success.
• The problem of merit-based promotion
• Whether decision makers can objectively
  distinguish strong performers and weak ones.
• Peter Principle in a hierarchy people to raise
  their level of incompetence.
• Difficulties in measuring the merits.

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• SENIORITY-BASED PROMOTION
• Seniority-based promotions use the principle
  that the most senior employee or the employee who
  has the longest length of service with the
  employer gets the promotion
• The advantages of seniority-based promotion
• Objective compare the seniority records of the
  candidates to determine who should be promoted
• Eliminates biased promotions
• Eliminates frustration among senior employees
• The disadvantage of seniority-based promotions is
  that it de-motivate new and active employees.
  Waiting the dead mens shoes

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THAT ALL FOR TODAYSEE YOU AGAIN NEXT
LECTURELESSON 10 COMPENSATION