机工社人力资源管理英文版教材Chapter7.ppt

Chapter 7: Appraising Employee Job Performance Contents Chapter Objectives 7-1 Gaining Competitive Advantage 7-1b Linking Performance Appraisal to Competitive Advantage performance appraisal: Assessments of employees job performance levels. The possible ways in which an effective appraisal system can lead to competitive advantage: Improving Job Performance An effective performance appraisal system can create competitive advantage by improving employee job performance in two ways: by directing employee behavior toward organizational goals by monitoring that behavior to ensure that goals are met. Directing Behavior The appraisal system lets employees know what is expected of them and thus channels their behavior in proper directions. Monitoring Behavior Such monitoring enables managers to motivate workers whose performance is on target by recognizing and rewarding their good job performance. Making the Correct Employment Descisions The Use of an effective performance appraisal system for making promotion decisions can enhance competitive advantage by ensuring that promoted employees are competent to assume the duties of the new position, and thus will do a good job. Minimizing Job Dissatisfactionand Furnover Employees can get quite emotional and discouraged if they receive ratings that they perceive as being inaccurate and unfair. An effective appraisal system can help employers retain their employees, especially the best ones. HRM Issues and Practices 7-2a Types of Rating Instruments Ranking Formats simple rankings: Appraisal instruments that require raters to rank-order their employees from best to worst, according to their job performance. paired comparison: Appraisal instrument that requires raters to compare each possible pair of employees in terms of their job performance. forced distribution: Appraisal instrument that requires raters to assign a certain percentage of employees to each category of excellence. Employee comparison sys