Page 154 - Psychological Management of Individual Performance

Practice Chapter 7

Performance Appraisal

Gesa Drewes
Dieter Strametz & Partner, Liederbach, Germany, and
Bernd Runde
University of Osnabr¨ uck, Osnabr¨ uck, Germany

INTRODUCTION 138 STRONG ADVOCATES AND ROLE MODELS 144
DIFFERENT PURPOSES OF PERFORMANCE INTEGRATION AND CONSEQUENCES:REALIZATION
APPRAISAL 138 OF PERFORMANCE APPRAISAL RESULTS 144
PERFORMANCE APPRAISAL AS A MANAGEMENT TOOL 138 TIME 144
PERFORMANCE APPRAISAL FOR SALARY EASY TO HANDLE AND SPECIFIC 145
DISTRIBUTION 139 CAREFUL IMPLEMENTATION WITH TRAINING TO PREPARE
CAN PERFORMANCE APPRAISAL SYSTEMS BE USED FOR BOTH THE SUPERIORS 145
OBJECTIVES AT THE SAME TIME? 140 QUALITY ASSURANCE:SUPERVISION OF THE APPRAISER
INTRODUCTION OF A PERFORMANCE APPRAISAL AND ADAPTATION OF THE SCALES 146
SYSTEM 140 APPRAISAL METHODS 146
ARGUMENTS FOR A PERFORMANCE APPRAISAL WELL-DEFINED CRITERIA 146
SYSTEM 140 HOW TO ASSESS:RATINGS SCALES OR NOT? 147
COMMUNICATION 141 THE EVALUATION PROCESS 148
DEVELOPMENT OF THE APPRAISAL SYSTEM 141 TREND TOWARDS A “BETTER”EVALUATION 149
THE CORPORATE CULTURE 142 360-DEGREE FEEDBACK 150
INTEGRATION IN A PERSONNEL MANAGEMENT ADVANTAGES AND DISADVANTAGES 150
CONCEPT 143 SUCCESS FACTORS OF 360-DEGREE FEEDBACK
TRAINING 143 SYSTEMS 151
SUCCESS AND QUALITY FACTORS FOR CONCLUSIONS 154
PERFORMANCE APPRAISAL SYSTEMS 144 REFERENCES 154

SUMMARY
Annual performance appraisals present a field of conflict, which many managers attempt
to avoid. The reasons why managers seem to be afraid may be seen in the various com-
plications that arise in the introduction and further course of performance appraisal
systems. This chapter attempts to give an answer to the questions that arise when
trying to implement performance appraisal systems. What purpose do performance ap-
praisal systems serve? What steps need to be considered before a performance appraisal
systems is introduced? How can the quality of such a system be determined and which
factors carry a positive influence as far as quality is concerned? Performance appraisal
is not only applied ‘from top to bottom’ but on occasion also between coworkers at

Psychological Management of Individual Performance. Edited by Sabine Sonnentag.
C 2002 John Wiley& Sons, Ltd. ISBN: 0-471-87726-3