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TEACHER PERFORMANCE

Dr. Tengku Faekah binti Tengku Ariffin Educational Studies College of Arts & Sciences SKP Building 0.89 faekah@uum.edu.my

HUMAN RESOURCE PRACTICES

Performance Management
In Performance Appraisal:
you assess employees' performance Communication is a one-way channel blame is the name of the game you look back to the past

In Performance Management:
you make plan how to improve performance there is dialogue between the supervisor and subordinates problem-solving is the focus focus on the present and the future.

HUMAN RESOURCE PRACTICES

Purposes of Performance Management


Measurement of Productivity
You can measure performance of both routine and non-routine tasks, expected behavior, conformance to rules and procedures, and achievement of key performance indicators (KPI).

Communication of Performance Results


Implementing a two-way communication makes your employees more motivated and confident. Feedback gives opportunities to your employees to make improvement and to correct any weakness. Expectations are clarified.

HUMAN RESOURCE PRACTICES

Purposes of Performance Management


Training and Development Needs
Workforce performance evaluation can assist you to identify competency gaps that affect performance. You can identify the training and development needs of each of your people.

Decision Making
You can use the evaluation results to make decisions on performance incentives for good performers. It can also help in making decisions on employee retention, redeployment, promotion, or, in the worst case scenario, termination.

Providing Real-Time Human Resource Information


The results can help in the review of your recruitment policy, selection method, the job description, and performance standards and measurement.

HUMAN RESOURCE PRACTICES

Performance Management Process

HUMAN RESOURCE PRACTICES

Performance Management Process


Identify your employees important job functions. How does the employees job contribute to the goals of your organization?

Review

Plan
What are required in order to 'do the job well? Your employee is the best person to consult in defining and re-defining the job. How will you measure job performance?

Develop
What are the barriers that hinder good performance and how can you and your employee minimize or eliminate them?

HUMAN RESOURCE PRACTICES

Performance Management Process


Implement the performance evaluation Give feedback and reward (or punishment?) How can you and your subordinate work together to improve his or her performance?

Perform

Assess
Evaluate the whole process of performance appraisal and see where you can improve the cycle

HUMAN RESOURCE PRACTICES

Performance Appraisal Techniques


Critical Incident Technique
Keeps a log of a persons effective and ineffective job behavior

360 Degree feedback


Includes superiors, subordinates, peers and even clients (students) in the appraisal process

Paired Comparison
Rates employees against each other

Graphic Rating Scale


Based on a set of characteristics or traits

Multi-person Comparison
Rates employees against each other

Behavioral Rating Scale


Based on identified performance behaviors Management by Objectives Identify the key performance indicators which meet the objectives Evaluate performance based on KPI

Forced Distributions
Group employees base d on similar performance criteria Quota system

Checklist method
Presence-absence qtns

HUMAN RESOURCE PRACTICES

Weaknesses Performance Management


Employee Appraisal Aversion Factors
Rating bias Appraisal hypocrisy insincere, doublestandards Poor informal feedback Poor communication during formal feedback sessions Rater errors they are not given adequate training to equip them with performance management skills.

HUMAN RESOURCE PRACTICES

Weaknesses Performance Management


Employee Appraisal Aversion Factors
Vague rating methods. Some tasks are not easy to measure or impossible to measure. Performance standards are not clearly defined. Evaluation is often deferred. Recent events, whether positive or negative, are given undue weight.

HUMAN RESOURCE PRACTICES

Weaknesses Performance Management


Employee Appraisal Aversion Factors
Employees are not given the opportunity to comment on the assessment results. The evaluation results are not used in management decisions. Rater appraisal self appraisal mismatch

HUMAN RESOURCE PRACTICES

Performance Appraisals
Sample forms

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