1. Result method
2. PERFORMANCE STANDARDS
   1. Meaning 1 : Based job related
   2. Meaning 2 : Realistic & specific performance
3. Developing an effectiveness
   1. Primary responsibility which overseeing and coordinating
   2. Employees need to accept and satisfied
   3. Employees need to help
4. Performance Evaluation
   1. Result when evaluates an employees performance in annually or two times a year
5. Performance management
   1. Process of creating a word environment
6. Steps in the performance management process
7. Error
   1. Distributional error
      1. - Error of central tendency
         1. All employees rated average
      2. Leniency / strictness error
         1. Appraiser decide to give the employees ratings
      3. Forced distribution
         1. Required a places to raters into various performance
   2. Temporal error
      1. Performance review is biased favorably / unfavorably
      2. Recency error which depends on the employee most recent behaviour rather than previous
   3. Other rater error
      1. Contrast error
         1. Evaluation is biased because of comparison which previously employee
      2. Similar-to-me error
         1. Appraiser inflates evaluation because of personal connection
8. Training Appraised
   1. Improves the performance an evaluation plan
9. Performance Evaluation Methods
   1. Trait approaches Based on people characteristic continue to be used
      1. a) Graphic rating scale method Employee is rated according to characteristic
      2. b) Mixed standard scale method Based on comparison with a standard
      3. c) Forced choice method The refers choose a statement to distinguish between successful or unsuccessful performance
   2. Behavioral approaches Provides more information to employees
      1. a) Behaviorally Anchored Rating Scale (BARS) Vertical scale
      2. Behaviour Observation Scale (BOS) Measures the frequency of observed behaviour
   3. Results Methods Focuses on measurable contributions
10. Type of performance
    1. Manager / supervisor evaluation
    2. Self-evaluations
    3. Peer evaluations
    4. Team evaluations
    5. Customer evaluations
    6. 360 - degree evaluations (Conducted by different people who interest with the employee on forms)
11. Type of performance evaluations Meeting And feedback
    1. Tell & Sell
       1. Ability to persuade an employee to change the behaviour
    2. Tell & Listen
       1. Communicates with employees jobs performance nicely
    3. Problem solving
       1. Seeks to obtain the employee's buy-in for a mutually agree
12. Step 1 : Goal
13. Step 2 : Behavioral expectation
14. Step 3 : On going performance
15. Step 4 : Performance appraised
16. Step 5 : Formal review
17. Step 6 : Making decision
18. Criticisms of Performance Management
19. Appraised in development planning
20. Poor fit & poor performance need to be address immediately
21. A lot of have high performance and have to forces eliminate great people to save budget
22. Mechanics of the rating system:
    1. How manager should record & review?
    2. How to frequently the evaluation should have?
    3. Who will conducted?
    4. What the standard performance?
    5. How to prepare evaluation?
23. Criteria of performance standard
    1. Strategy relevant (Individual directly to goal)
    2. Criterion deficiently Individual (behaviour)
    3. Criterion contemination (internal factors)
    4. Reliability (Can measured & stable. Quantifiable)
    5. Fairness & Acceptable
24. Focuses on the measurable contribution
    1. Productivity measures
    2. Management By Objective (MBO) which the rates based on achievement employees goals