Performance Evaluation

PERFORMANCE EVALUATION
Omar Harb
Raj Chintapalli
Human Resource Management 422-1
WPWP-Fall 2010

PRESENTATION OUTLINE
 Introduction and Background (Omar)
 Approach -- Performance Evaluation Survey (Omar)
 Performance Evaluation Survey Results (Raj)
 Performance Evaluation Survey Conclusions (Raj)
 Discussion (Omar & Raj)

INTRODUCTION AND BACKGROUND
 Objective of performance evaluation
 In general performance evaluation is the mechanism of
assessing if an employee is working effectively.
 However, good performance evaluations can achieve much more
than a simple metric for how well an employee is working:
 Development – evaluate need for more training
 Motivation – develop a sense of responsibility
 Human resources and employment planning
 Communication – help promote discussions
 Legal compliance – promotions, discharge, etc.
 HRM research – validate selection tools.

INTRODUCTION AND BACKGROUND
 Types of Performance Evaluations:
 Top-down:
 Most common and most effective.
 Conducted by direct supervisor (preferable).
 Matrix evaluation is a variation (multiple managers).
 Peer-to-peer:
 Employees at the same level rate each other.
 May affect group dynamics.
 360-degree:
 Multiple individuals involved in evaluation.
 Includes employee evaluation of supervisors.
 Self-assessment:
 Employees rate themselves.
 Effective when combined with other form of evaluation.

PERFORMANCE EVALUATION SURVEY
 Rational behind conducting the survey:
 Our personal experience discussion ended up with
two different views on the purpose and utility
 However, what do others think about performance
evaluations?
 To gain impressions from people about their personal
experiences with performance evaluations we
developed a simple 10-question survey.

PERFORMANCE EVALUATION SURVEY
1. Do you currently manage others and participate in their evaluations?
2. Have you ever participated in a performance evaluation?
3. What is your impression of performance evaluations?
4. Did you ever benefit from a performance evaluation?
5. Do you think your final evaluation was truly based on your
performance or on some other factor?
6. Do you think evaluations are simply a formality that needs to be
accomplished by your company or really part of a strategy?
7. When you were evaluated, did you get a chance to evaluate your
supervisor/evaluator?
8. After the evaluation did you feel:
9. If you had the chance to change your company’s evaluation would you
consider adding the following question(s):
10.Do you feel that you should be rewarded for just going through the
evaluation process?
10 questions

PERFORMANCE EVALUATION SURVEY –
DATA COLLECTION
 Data was collected from multiple sources:
 Colleagues – email solicitations.
 Facebook (personal pages and from groups pages)
 Raj and Omar’s FB pages
 The link was shared by 10 people.
 Posted the survey link on other group pages:
 Society for Human Resource Management (SHRM) [16,255 likes]
 Wharton Executive Education [1,482 likes]
 Linked-in (personal pages)
 Data was collected over a period of 2 weeks.

SURVEY QUESTION 1
36.5%
15.6%
47.9%
1. Do you currently manage others and
participate in their evaluations?
Yes, I manage and
participate in
evaluating others
Yes, I manage
othersbut do not
evaluate them
No, I do not
manage others
Option Percent Count
1 36.5% 35
2 15.6% 15
3 47.9% 46
Answered 96
Skipped 1
Equal mix of managers (52.1%) and those in non-managerial
positions (47.9%)

SURVEY QUESTION 2
1 7.4% 7
2 82.1% 78
3 10.5% 10
Answered 95
Skipped 2
82.1% of those surveyed have participated in PEs, while 10.5%
never participated in one

SURVEY QUESTION 3
1 31.1% 28
2 40.0% 36
3 23.3% 21
4 5.6% 5
Answered 0.0% 90
Skipped 0.0% 7
40% of those surveyed did not care about PEs, 23.3% found them
useless and 5.6% hated them ~ 68% negative

SURVEY QUESTION 4
1 68.0% 66
2 32.0% 31
Answered 97
Skipped 0
68 % of the people benefitted from PE process

SURVEY QUESTION 5
1 73.4% 69
2 62.8% 59
3 8.5% 8
4 12.8% 12
5 20.2% 19
Answered 0.0% 94
Skipped 0.0% 3
40% thought it was based on factors other than performance and
relationships

SURVEY QUESTION 6
1 61.7% 58
2 38.3% 36
Answered 94
Skipped 3
61.7% of the surveyed indicated that they thought that PEs were
simply a formality

SURVEY QUESTION 7
1 22.1% 21
2 8.4% 8
3 17.9% 17
4 51.6% 49
Answered 0.0% 95
Skipped 0.0% 2
69.5% did not get to evaluate their supervisors, 8.4% of those
indicated that they lied about their supervisors

SURVEY QUESTION 8
1 25.0% 20
2 57.5% 46
3 17.5% 14
4 0.0% 15
Answered 0.0% 80
Skipped 0.0% 17
Only 25% thought the PE was “great”, 75% had a negative
opinion

SURVEY QUESTION 8 CONTD…
 Not “great” but a useful exercise to do
periodically
 It provides opportunity to get your message
across
 For all the time it took, I wish it was more useful
 More about “politics” than work product
 OK, let’s get back to the actual work

SURVEY QUESTION 9
1 23.1% 18
2 43.6% 34
3 41.0% 32
Answered 78
Skipped 19
41% did not trust the process to provide consistent results

SURVEY QUESTION 9 CONTD..
 Comments from 32 people
 Approximately 50% wanted peer review
 25% of the people wanted to review the manager
 Few want to see their managers review form
 Thoughts,
 Ask, has previous years evaluation impacted any
changes in your working conditions?
 Have a specific group evaluated as a whole together
so you can compare yourself with the group
 More informal reviews more than once in an year
 Ask, what skills or knowledge would you like to
develop to improve performance

SURVEY QUESTION 10
1 24.2% 23
2 75.8% 72
Answered 95
Skipped 2
75.8% do not feel like they should be rewarded for participating
in a PE, but some thought that a simple “Thank You” would
have been better

RESULT SUMMARY
Questions Majority Second
1
Do you currently manage others and participate in their
evaluations?
Non-
Managers(48%) Managers(37%)
2 Have you ever participated in a performance evaluation? Participated (82%) Never (10%)
3 What is your impression of performance evaluations? Negative(69%) Positive(31%)
4 Did you ever benefit from a performance evaluation? Yes(68%) No(32%)
5
Do you think your final evaluation was truly based on your
performance or on some other factor? (select all that apply) Positive (68%) Negative (32%)
6
Do you think evaluations are simply a formality or really part of
a strategy? Formality (62%) Strategy(38%)
7
When you were evaluated, did you get a chance to evaluate
your supervisor/evaluator?
I wish, I could
(53%) Yes I did (22%)
8 After the evaluation did you feel: Thank God (57%) Great (25%)
9
If you had the chance to change your company’s evaluation
would you consider adding the following question(s):
Review Colleagues
Evaluation (47%) Others (53%)
10
Do you feel that you should be rewarded for just going through
the evaluation process? No (75%) Yes( 25%)

SUMMARY
 Participants have a negative opinion about the
performance evaluation process
 Some managers even seem to have a similar opinion
 Participants did benefit from the PE process
 Most participants do think that PE was based on the
work and relationships*
 Majority thought PE is a formality
 For a Majority the PE process was not inclusive
 Most thought that the PE process does not yield
consistent results

MAJOR TAKEAWAYS
Human Resources should
 Invest more effort to improve
the PE process
 Make the PE process inclusive
and enjoyable
 Build PE processes to yield
consistent results

Performance Evaluation

More Related Content

What's hot (20)

Viewers also liked (7)

Similar to Performance Evaluation (20)

Performance Evaluation