Performance Appraisal Overview

One of the most important activities of an HR manager is maintaining and establishing the workforce. With all the efforts and costs, the recruiting and selective entails that it is important to develop employees for them to use their fullest capabilities and improving the effectiveness of the organization. Therefore, in this chapter, we will understand and determine the importance of performance review and appraisal. Let us first define what performance is. So performance is measured in terms of result. It is the accomplishment of an employee or manager's assigned duties and outcomes produced on a specified job, function, or activity during a specified period of time. So meaning to say, a performance is being measured in terms of our output. Therefore, if there will be no output, Thank you. And coincidentally, it's not coincidentally, but of course, in effect to that, wala tayong mamamesure na performance. Okay? And there is a fine difference between performance and performance review and evaluation. Because in performance review and evaluation, in here, the performance of a certain employee is being assessed. Okay? However, Let us understand that doing a performance review and evaluation entails a specific and scientific approach in order to assess employees' or individuals' job performance. At the same time, performance management is different with the performance evaluation because as I have mentioned earlier, performance evaluation is in here we are assessing or evaluating the performance of an employee thus checking or assessing the output the outputs of an employee and the other hand performance management is um wherein you're making a result performance this is an ongoing communication process and they're taken in partnership between employee and his immediate supervisor. So meaning to say that in order for the performance management to take place, there should be an employee to be assessed and there should be somebody to assess the performance. The traditional way of assessing the performance in an employee is this is being conducted by the immediate supervisor. However, as we go along to this chapter, we will be able to know that it's not only or the evaluation is not only restricted to be conducted by the supervisor because there's a lot of or there are other parties or individuals who can assess employee performance or somebody to be assessed okay yun nga lang of course in doing performance management we have to establish a clear expectation right because if there is no or if um if an employee is not being um oriented kung ano yung kailangan niyang i-produce. So organization, there is a possibility na hindi niya ma-i-produce yung in-expect sa kanya or hinahanap sa kanya ng company. That is why yung orientation is very important. This is a stage of post-hiring na kung saan you really properly educate the newly hired worker kung ano yung mga in-expect sa kanya ng organization. We must not forget one thing. employer yung mga bagay or duties and responsibilities na dapat niyang malaman at hindi din dapat ina-assume ng employer or even the supervisor itself na alam na agad ng empleyado kung ano yung dapat niyang gawin. So dapat, aside from the proper orientation, talagang ini-specify sa kanya yung mga duties and responsibilities. Yun yung role ng job description. That is why job description is being provided to employees so that every now and then, he or she will be guided for the particular job or task or responsibility that the organization expects from them. Some organizations call it job description, but there are some organizations call it terms of reference. Like in our university, faculty members are given our terms of reference. When we say terms of reference, Ito yung mga functions namin. So it's like, it's the same with the job description. However, yun nga, yung tawag doon may varies from one organization into organization, but the most generic term for the least of duties of responsibility is a job description. Okay, so as I have mentioned earlier that in performance management, there should be a clear expectation and understanding. So ano yung mga kailangang nakapaloob dun sa performance management? Sabi nga natin, ano, pag performance management, hindi lang siya inform the person on what the result of the performance evaluation is. That's how it is. First, the employee will perform. That's the very starting point. After the employee performs, the performance evaluation then will take place. Right? After the performance evaluation, whatever the result would be, it should be properly managed. First, through giving feedback. Later, I'm going to give you the exact flow of the performance management. Okay, so ano na yung mga dapat nandun sa performance management? Or ano na yung mga important factor to be considered in managing employee performance? Of course, the essential job actions the employee is expected to do. This is very simple. That one employee should know kung ano yung duties and responsibility niya. Okay? That is why there should be a clear understanding kung ano yung task ng isang tao. Kailangan na i-appoint sa kanya yung mga kailangan niyang gawin. Ano yung kailangan niyang i-heat? Ano yung in-expect sa kanya? So, para yung employee-employee relationship para mag-function siya ng mabuti, ng maayos, kailangan alam ng employee. kung ano ang iniexpect sa kanya. Okay? So another clear expectation that must be understood by the employee is how he or she contribute or can contribute to the goal of the organization. So basically, all employees will be working on a team except for if the employee is working on a very small organization, baka wala siyang teammates. But then again, Commonly, whether the person likes it or not, he is still part of the team. It could be on a departmental basis or on a program basis. So, if he is part of the team, he should know his duties and responsibilities as a team member. That's what it says in letter B. Let's see what doing the job well means in concrete terms. This is, when we say doing the job well, in concrete terms, it's like, pag sinabi mo, or, pumusta tong ganitong empleyado? Oh, he's doing well. It's not as simple as that. You have to specify, right? So in performance management, it's not only giving a qualitative information. Like qualitative information, it's like more of narration, or kinakwento mo kung ano yung mga, but then of course, you have to quantify. Okay, so how well the well, yun yung sinasabi eh. So paano mo masasabing well yung performance niya? Is that we quantify. Example, gaano ka-productive si employee A? So anong titignan dyan? Yung output niya. Okay, so hindi lang titignan kung ilan yung nakaka-output siya. No, isabi nga natin dati, hindi lang ang pinag-uusapan dito gaano karami yung napoproduce niya. Isa sa dapat nating malaman, gaano kadami yung... quality output na napoproduce niya. Okay? There's a difference between the output and the quality output. Kasi pag sinabi nating output pa lang yun, kasama dun yung mga maaring hindi pa po na nare-reject pa. Okay? Pero pag sinabi nating quality output, eto yung linis na, maayos na, kung baga na-check na, na dumaan na sa mga, sa production, na okay siya, considered as really an accomplishment or an output. So doing the job will then have to be Assess on concrete terms. That is why, pag sinabi nga kasi nating concrete term, may basihan, may bilang or may basis para masabi mong doing well siya. Parang kagaya sa inyo sa estudyante, pag tinanong kayo, oh, kumusta tong estudyante ko na ganyan? Kumusta yung ganyang si ganitong estudyante? So, Juan de la Cruz, kasi siya ay scholar. Sasabihin lang ba, enough na ba nasabihin ng teacher na okay siya, nagpe-perform siya sa klase. It's not enough, right? What will the scholarship giver do? He will be or she will be asking for the particular data. Like yung grade, o anong nakuha niya. Kasi that's the metrics or yung measurement para masabi natin gaano ka well yung isang studyante. So, ganun din sa employees, okay? So, another thing to be considered that has to be cleared is kung paano yung employee will be working on with the supervisor. Okay? So, it's very important that there is a good relationship. The employee has a good relationship. with his immediate supervisor because that is the time or that is the key in order to sustain and have a good working relation with the supervisor. And that is very important. Right? That's why Kalimitan always says to companies, even if the employee is not that good, what's important to them is a team player and then with a good attitude. Okay? Because if a person is good and then he's not really a team player, Papano yun? Unless otherwise, yung kanyang trabaho, yung nature ng work niya and task niya doesn't have to work with team. Next, how job performance will be measured? Dito lang, yung sinasabi nating performance management, kailangan alam ng empleyado kung papaano at the end of a certain period, his performance will be evaluated. Let's say for example, siya ay contractual sa isang company. Yung company na yun is a real estate company. So basically the task, ang task niya kasi is mag-close ng deal, mag-close ng sales. So kailangan, sinasabi mo sa empleyado na within six months of your probationary period, you should close at least 10 deals in six months. Para nang sa ganon, The client knows, your employee knows what his target will be. And of course, he has an idea of what will happen if I will not be able to close 10 deals which is being expected from me. And then, the employee also needs to know what will happen if I will not be able to meet the target. You should communicate that to him because if you don't communicate it properly or you have to deal 10, then there's no punishment. So pagbabanging-banging yung tao, pero kung doon yung orientation, yung sinabi mo na sa kanya that if you will not be able to meet 10 kota for 6 months, then you will not proceed sa pagiging permanent or tenured employee. So that one could be a motivating factor dun sa mga very positive employee. Pero kung negative employee, kung meron siyang attitude na nakakatakot naman pala, so maaring mag-down yung spirit niya or matreaten siya. But then again, what's important here is that the employee is aware kung ano or papaano inimesure yung performance niya. Yan yung sinasabi sa letter D. Next, identifying barriers to performance and removing them. It is very important that if you are managing the performance of an employee, employee is that we have to remove yung hindrances. When we say barriers, this is equivalent to hindrances. Barriers para ma-hit niya, ma-meet niya yung quota. Let's say, for example, binigyan mo siya ng quota na 10. Balik tayo dun sa story na Kunento ko. Binigyan mo siya ng 10, what do you call this, 10 sales in six months. Pero hindi mo noon pala siya binigyan ng mga resources like kailangan niya pala ng company load. or internet access, he needs a laptop. If he doesn't have all of that, that could serve as a barrier or hindrance for him to reach the target. So, is he limited to facilities? No. Training is possible. It's also necessary. So, for him to meet the quota, boost him. Give him training, adequate training. So that way, alam niya kung ano yung strategy na gagawin niya. Because if there is no proper training, bigla mong sinabak sa field yung tao or sa work, particularly kung wala siyang work experience, it could be a barrier that will hinder for him to perform or to achieve a specific goal. So meaning to say that in performance management, it is very important that we provide resources or other things para matulungan mo yung employee mo to achieve the goal and hindi magkaroon ng... barriers or hindrances so that they can reach the target performance. So all in all, performance management refers to the total system of gathering information to review and feedback. That is why performance management is not only about reviewing. Okay? Always remember that. When we say reviewing, it also entails assessing the employee's performance. But when we say feedback, in assess mo yung performance niya, sinabi mo sa empleyado. Okay? In evaluate. kita, ito yung naging result mo. Just like what I am doing, binigyan po kayo ng grade, and then I also ask you if you have your question, you have your performance, binigyan po kayo ng grade sa performance, and I'm asking you to have your question if you wanted to, what do you call this, to ask me kung bakit naging ganun yung mga grades nyo. That is feedback. So performance, you were assessed, but the feedback was given to you on what you received in the performance evaluation and why your performance was like that. So why is it important to give feedback to the employee? So that an employee will be able to improve specific area kung saan siya mahina. Just like you, nung binibigyan kayo, binibigyan ko sa inyo yung grade nyo. So it may serve as not to, what do you call this, panghinaan pa yun ng loob, or not to discourage you to continue your studies. But of course, this may serve or this should serve as a wake-up call, particularly kung dun sa mga baba yung rate. So that is a performance management. So let us understand the importance of measuring the performance in an organization. So managers cannot manage and define what is expected and give feedback and recognition without defining the basis or performance measure. Meaning to say, you will not be able to gain what you are being expected from somebody if you will not be able to tell him or her kung ano yung ina-expect mo sa kanya. So this is a work relationship, so it's a two-way to tango. Para alam ng employee mo yung gagawin niya, sabihin mo sa kanya kung ano yung ine-expect mo sa kanya. Kung gusto mo siyang mag-improve, then sabihin mo sa kanya kung ano yung mga bagay na kung saan weak siya or medyo mababa siya para makapag-improve siya. But then again, there should be a basis of performance measure. At the same time, dapat concrete din. Meron kang yardstick. Kung baga may sukatan ka para masabi mo na itong empleyado na ito ay nagpe-perform superior or kung baga average lang yung performance niya, dapat lagi siyang may basis. So what are the other reasons why do we have to measure performance? Okay, of course, if you will not assess someone's performance, then hindi niya alam kung... nag-lag ba siya or behind ba siya from other employees, compared with other employees rather. Okay? So, kailangan din, meron kang yung kagaya yung sinasabi natin, there should be a necessary data that would reflect or that would manifest the before and after. Okay? So, kaya may mga company na kung saan, pagpasok pa lang nila, for example, for us, in the In academia, in university, in our field as teachers, every SEM we are being asked what our plan is, what our target is. We are the ones who give the target, for example, how much research we need to produce in this SEM. In terms of our education, we need to finish, let's say, nine units of our PhD or our master's in this SEM. We always have a target. And then at the end of the month, we will recall what we hit. Because that's where you will know what the improvement was. You will not be able to determine the improvement if you do not have the prior data. So you need to have data of before and after. Just like what you are posting. For example, you want to see you're vlogging, right? You want to vlog. ka, nag-vlog ka ng skin products kunyari. Specifically, if it's a whitening product, of course, you have to have a picture of before. Your picture before using the whitening product. And then after that, you will... have of course another picture of you after using the product so that you will be able to determine if there is an improvement or not right so the data before is very important for you to determine and to measure the improvement level so we have to measure performance another reason is that in creating high performance there should be a clear goal This is the highest target for us. The employee needs to know why he needs to target it. Why is it being hit on him? Okay? So there's always an explanation, there's always an orientation on why an employee needs to be hit on. Probably, it could be a basis for a performance-based bonus. Pwede din naman. Or kung ito ay nasa, parang hindi pa siya tenured, or kung baga parang contractual pa lang siya, it could be a basis para maging permanent employee siya. Okay? So, yun po yun. So, that is the reason why we are measuring performance. Ito yun. And then of course, Of course, pay-per-performance requires metrics. Ibig sabihin, if somebody deserves to have a bonus, then there should be a supporting document. Kasi hindi naman kagad magbibigay ng bonus ang company, na basta nakapag-perform ako. Of course, merong backup na document yan or evidence. Like sa amin sa government, and cool. kung meron kaming na-publish na international research, then we could have a pay for that specific performance. Siyempre, hihingin sa amin, ano yung mga objective evidences or proof of documents or proof of documents na masusuport namin so that we will be able to have the pay for merits. Okay? Next. Okay, so... The traditional approach to performance appraisal, number one, is focusing on the employee's past performance. Okay, so ang problem natin with the employee measuring or focusing on the past performances, parang minsan kasi yung mga mas nakafocus tayo dito sa result. Sorry. So nakafocus tayo sa result, sa output. ng mga empleyado natin. That's the first approach. The second approach is focusing on the employee's development. In here, results become the driving force of the management for development. So, ibig sabihin, kung kanina, sabi dyan, nag-focus tayo dun sa past performance, of course, we cannot measure the output din kung hindi natin titignan kung ano yung naging performance niya. Yung performance result na yun, yung gagamitin natin as a basis on how we are going to improve or develop one or a specific employee. Kung nakita natin yung kanyang past performance ay medyo bagsak, o kasama siya dun sa kailangan natin i-improve. Paatinin ng training, mag-undergo ng counseling, mag-mentor. Kung nakita mo naman siya yung nakaabot ng kota, siya yung nagbuhat. sa buong department para makakumira ng malaki yung company, then baka siya yung kailangan mong i-improve for promotion. So those are approaches for performance appraisal. So what are the common flaws? Pag sinabi nating flaws, yung mga weakness or parang yung problem kapag nagkakaroon tayo ng performance review system. So number one, the organization limit the performance review to make employee accountable for past and therefore. So this takes the view that making people accountable for poor performance will automatically generate improvement. Meaning to say, you are very limited or the employer or the supervisor is limited. to the past performances lang. And tinitignan nila na kung ano yung naging past performance, automatically kailangang baguhin kagad. ng empleyado yung behavior niya, yung attitude niya, without considering that there could be a barrier in the operation, yung sinasabi natin kanina. Okay? And then, tying performance review to employee salary review. Dito naman, ito yung nagiging isang flaws, isa sa mga flaws ng performance review system. Kasi ginagamit yung performance review para i-identify yung sweldo ng tao. Minsan, ang nagiging problem, nagkakaroon siya ng bias kasi nga, this is what we call this, nare-reinforce kasi yung management to decide who are those entitled to receive increases. So makikita mo kung sino yung mga boss, kasi sila yung, isa pa yan, isa pa yan sa nagiging problem kasi minsan, di ba, kung ikaw ay boss, may subordinate ka. Automatically, kung may tinrabaho yung tao mo, and you are the boss of that department, that's your accomplishment because he's your person. But you can't claim him as your individual. For example, if you're recognized as a good student of human resource management, for example, it will merit. It's like a plus point for me. Because that's why you were awarded. I'm your teacher. But I should not claim all the credit. Because as a student, you performed individually. So it's the same with the organization. You're not a boss. You have the right to claim individually the performance of your person. Personally, it's a no-no. But then again, if you are holding that power and you are claiming that accomplishment for the entire organization, or for the entire department na minamanage mo as a supervisor, it's fair. Right? So, yun yung nagiging a common clause niyan. Naaagaw minsan yung credit sa mga tao. Tapos, syempre, kung boss ka, mas mataas yung increase mo kumpara dun sa tao. Parang, alam mo, balitan natin, ako yung boss. Kung yung tao ko, yung nag-perform personally, and then tao ko siya, nasa department ko siya, merit ko dahil tao ko yung... kumbaga under ko yun, sinusupervise ko yun, mas mataas yung increase ko kasi ito na yung sweldo ko, yung tao ko, ito lang siya. Maag-angat din yung increase niya pero hindi magsasabay yun kahit pa pano. So, those are the common flaws na talagang hindi naman may iwasan because andun tayo sa performance evaluation and performance appraisal. By the way, performance appraisal and performance evaluation can be used interchangeably. So what are the objectives of performance appraisal? Number one, of course, if we have the performance evaluation, the result for performance evaluation, this could provide us information of who among these employees can be promoted, right? Who among the employees should need to be transferred to another position? Or worst, should be demoted because their goal is not met? or yung kanyang performance na na-tinarget. So, saan natin makahanap yun? Titignan ngayon yung performance evaluation result. And doing the performance evaluation, the result of this could provide such information in lieu of these activities. So, of course, Yung performance appraisal always provides an opportunity for the supervisor and his subordinates to review and identify strength and weakness or work-related behavior. So if you have your performance evaluation, nakikita mo kung ano yung strength ng employees. Okay? If you are a supervisor, you will be able to know na uy, ang taas ng empleyado ko dito sa part na to. Dito sa aspect na to, therefore, it is the strength of your subordinate. Kung nakita mo siyang medyo mababa siya sa part na to, then therefore, that is his weakness, of course. And then, if you have that baseline data, you will be able to know kung paano mo i-improve yung tao. Kasi nakikita mo yung weaknesses niya. And then, it can also help you on disseminating or what it is, Delegating, the proper term, delegating work assignments. Kung nakita mong mahina doon yung tao, nakita mong mahina siya sa specific area na yan, hindi mo siya ilalagay doon. Right? Kung nakita mo yun yung strength niya, yun yung ilalagay. Doon ka ilalagay, kasi yung strength mo. But, okay, not every organization treat it that way. Because in our organization, let's say I am the faculty member, sometimes, kung ano yung nahihirapan kaming ituro, yun pa yung ibinibigay sa amin. Bakit? Para mas mag-improve kami. Kasi kung hindi namin yan kayang ituro, syempre aarali namin mabuti yan. So, mag-improve. kami. Kung hindi ko kaya ang business mathematics, ang gagawin ng chairperson, ibibigay sa'yo yung business mathematics para yun yung aaralin mo. Kasi in a way, mag-i-improve ka. Kasi nga naman, kung ang ibibigay sa'kin is something na alam na alam ko na wala nang learning, wala nang growth. Kasi money na lang yun eh. Diba, kumbaga sabi nga na chicken feeds na lang, kahit tikit ako kaya kong ituro yan. So there is no learning at all with that. So, not all organizations will give you the strength you need. So, it depends upon the treatment of the organization. This is what we're talking about when I explained that the performance appraisal can be a basis of identifying the training needs. What are the needs of your employees in terms of training? And of course, Yung performance appraisal also can be conserved as evaluation after the training. Kung nahit ba. Kasi nga, before na nag-training yung empleyado mo, ito yung performance appraisal niya, result. And then, nung pinatraining mo siya, uy, nag-improve siya. So, therefore, you have your baseline data, the before and after. You can compare now if there is a success or improvement. Of course, through... performance appraisal. That is why performance appraisal is very very important in an organization. To be continued, the objective performance appraisal helps the firm's career planning process. When we say career planning process, kasama dito yung pag, yung mababang may magre-retire na senior member ng organization, inre-ready mo na kung sino sa may mga, titignan mo yung performance appraisal, kung sino yung may mas pinakamataas sa performance appraisal or result, yung pwede mong ipalit doon sa magre-retire na empleyado. Okay? Next, it allows easy monitoring and supervision. This is very self-explanatory because if you have your performance result, lagi mo lang titignan yun eh. Okay? I-monitor mo yun. Like halimbawa sa, ah, sa amin, ano, kung nung first semester, yung mga faculty members, eto yung tinarget namin. At the end of the semester, nab-hit ba namin yun? Okay? So kung wala yung data na yun, paano mo mamonitor kung nagpe-perform pa ba yung mga faculty members? Ganon. In the industry naman, yun din yung way para malaman mo kung yung... terms of reference or job description nila ay nagagawa ba nila? So the performance appraisal helps the supervisor to monitor the performance of his subordinates. Okay? And also, performance appraisal can assess or can help you or can provide you information on how this particular employee plays or works as a member of the team. Sabi ko nga kanina, working as a team member of the organization really helps a lot. Unless otherwise, their nature of work doesn't need to have or doesn't need to work with other people. Meron bang ganun, ma'am? Meron. Meron naman siguro, pero kung wala kang kasama sa trabaho o ikaw lang yung hinar. Iba? Kasi nga even the accountants, right? Even though they are working on a silent area, sila lang yung kasi kailangan talaga sa kanila tahimik still. They are still members of the organization and they still need to contribute as a member or as a team member. And then, of course, performance appraisal helps to assess if that specific employee is really working as a team member. So it also provides information on who should be replaced, those who don't perform at work, who should be selected to be replaced. who should be promoted, who should be removed. So that's what helps with the performance of pre-exam. Who has the potential? na i-promote. Kaya kayo gagalingan nyo yung mga performance nyo. Kasi yung performance nyo, yun yung output na ime-measure sa inyo para malaman kung kayo ba ay promotable baga. Okay, next. Sorry, naulit lang tong slide na to. Ito yung hinahanap ko kanina kaya ako medyo na-distract eh. So ito yung definition ng early approaches to performance appraisal. Okay, so what is a performance criteria? This is very self-explanatory. When we say performance criteria, deciding what to evaluate. So, criteria, kung baga sa ano, criteria for judging, ano yung titignan mo, right? Parang kagaya ako pag nagbibigay ako sa inyo ng activity, para to check your performance, I am providing you rubrics. like The quality of your presentation will be 50%, your delivery will be 20%, your PowerPoint presentation will be like this. So you know what you're targeting. So the relevance determined by duties and responsibilities contained in the job description. So it means, how much... criteria mo, gaano kabigat yung criteria mo when it comes to what we call this, job description. Yung anong nakastipulate na magiging trabaho ng isang tao. And then also you have to decide to evaluate yung reliability. Pag sinabi nating reliability, it means produce consistent and repeatable evaluation. Ibig sabihin, kunyari operator one, ginamit mo yung criteria kay operator. performance criteria kay operator one, you can use the same criteria for operator number two, and then you can use the same criteria for operator number three, four, and so on and so forth. So that in time that you have to choose who among them should be promoted, you can really assess yun sa reliability. Kaya dapat reliable yung criteria nyo. Okay? When we say freedom from contamination, Ibig sabihin, dapat yung performance criteria ay hindi maaaring maaka-apekto ang ibang bagay. Kasi yan yung mahirap eh. Halimbawa, meron nag-set ka ng performance criteria. Dapat yung personal na feeling mo or inis mo dun sa isang tao, kung meron man, hindi yun nasasama. Okay? Kung baga, dapat... Yung performance criteria hindi din dun kasama yung, minsan kasi pag nag-pre-perform yung mga tao, uy, ang baba ng performance nito, hindi nakakatarget, hindi nakaka-output. Yun pala, kung kinumpara mo siya sa iba, pero yung equipment na ginagamit niya ay hindi naman pala, tawag nito, hindi naman pala maayos. So that's incomparable, right? So a performance criteria should be free from any contamination. Meaning to say, walang ibang factor. na maaaring makahinder. Hindi po pwedeng, kasi naman, yung gamit niyang, yung operator number two, ang bilis. Yung machine na akin, lumang-luma na. So meaning to say, nakocontaminate yung performance criteria mo ng mga poor equipment. Yan daw po yun. Freedom from contamination. Okay, so indicators matrix that can help measure employee performance. So, ibig sabihin lang dito, ito yung mga matrix or factors na po pwede natin gamitin para ma-measure or ma-assess natin yung performance ng isang tao. Pag sinabi natin quantity, gaano kadami yung naipoproduce niya. Okay? Gano ka? Yung numerical figure ito. Quantifiable. Pag sinabi naman natin quality of Of course, he might produce a lot but the quality will fall. The work is bad. So, you shouldn't just leave it to quantity and quality. But you shouldn't just leave it to quality. There's no quantity. He does a good job but his output is only one within six months. If we go back to the employee who was given 10 sales in six months, Right? So hindi din siya effective. Pag sinabi naman natin timeliness, You measure the performance of the employee in terms of time. Does he meet the deadline? Okay, if you set a period of time, for example, the 10 sales in 6 months, does he finish in 6 months? So that is time limit. That's why it's important, guys, let's not forget that when you set a target, the time is when it's needed. That's why you're always good at asking, Ma'am, when is this needed? kailan po yun ipapasa? Kasi that's timeliness. And considering the time management, okay? Pag sinabi naman natin cost effectiveness, yung employee ba natin is nagiging effect, kumbaga, para mas maintindihan nyo ganito, yung resources niya ba is na na-utilize niya lahat ng walang nasasayang. Kasi, kung ang ganda-ganda nga ng quality ng out... put niya pero isang peraso lang pala and then upon looking at the raw materials na nagamit niya, ang dami niya palang nasayang. So hindi siya cost-effective. Ang dami-dami niya ng quantity. Ang dami-dami niya ng naiproduce na good quality. Pero sa kabila nun, meron din pala siyang, ang dami rin niya palang nasayang na resources like kuryente, oras. Ibig sabihin, hindi siya cost-effective. So tinitignan din yan. Of course, absenteeism and tardiness. Very set explanatory. Lagi nga, ang dami nga natatrabaho. Quality output nga. Kaso naman, parating late. Laging absent. Alam nyo yung tardiness, nakaka-apekto yun sa performance. Kasi pag palate-late ka, ang dami mong aksidente maaadaanan. Nakakainit ng ulo yun. Pero kapag maaga kang dumating sa opisina, maaga kang nag-start ng trabaho, may time ka pang makilig ng music, mag-coffee, then you can start your day right. Diba? Ganun lang yan eh. Then of course, the creativity of an employee is very important. And then, does he adhere to the policy? Maybe later, he will produce quality output, but he has something that he disobeys or neglects in the policy. So it's important. Okay, number eight. He's hardworking, always present. He's always present in the business. And then there are personal habits that are not good. Like during break. time nag-exceed. Fifteen minutes lang yung inalaw for coffee break. Kagaya napanood natin, ako nakikipagpuntuan pa kaya nasayang yung five minutes. So yung mga ganon. And then of course, personal appearance and grooming. Right? Importante yan. Papasok sa office, di man lang naligo. Right? Siyempre, mas magugustuhan mo yung, lalo na kung sales yung trabaho, ang pangit naman kung paharap ka sa empleyado na hindi maayos yung itsura mo. Right? Kaya nga kaming mga faculty members, even though we are working from home, ako, if you can check, lagi pa ako nakadress. Even though nandito lang ako sa harap nyo. Diba? Because we have to be personally well-prepared and well-groomed. So, yan yung mga indicators or matrix na pwede nating imeasure sa empleyado. Eto na. Eto yung sinasabi ko kanina. Sino-sino yung mga pwedeng mag-evaluate ng performance? The basic... thing is, number one, of course, yung manager mo or yung boss mo. Okay? Number one, i-check ka ni boss kung paano ka nag-prepare for. Number two, self-appraisal. Ito yung minsan mahirap. Gusto ko nalang i-appraise ng boss ko kaysa i-appraise ko yung sarili ko. Kasi dito kasi parang ano bang gagawin ko? Baka pag in-appraise... If I evaluate myself, I might say that I'm too arrogant. Especially if it's a ranking method. If it's quantifiable, I don't need to be arrogant. Or how many researchers did I publish last year? I will count them. That's the truth. But if it's just a rank, percentage, at the rate of 10, how many do you think your behavior is? What's your grade? It's hard to appraise or evaluate yourself. So, kasi parang... ang yabang mo or masyado mo naman, kapag tinaasan mo mabuti, parang, hmm, talaga ba? Ganyan ka ba talaga? Pag nakita ng boss mo, diba? Pag binabaan mo naman, iisipin mo parang sarili mo na nga, hindi ka mo pa mapaniwala, right? So, ang hirap, for me, ito yung pinakamahirap na evaluation method, yung i-appraise mo yung sarili mo. And then, pag sinabi naman po natin, subordinates appraisal, If I am the boss, my employees, my immediate employees, I will evaluate how I am as a boss in everything. Of course, we have metrics. Parang kagaya kayo, in-evaluate niyo yung mga teachers ninyo. Ganon po yun. Meron kayong tinitignan, may binabasa kayo para i-appraise. Okay? Pag sinabi naman natin customer or supplier, ibig sabihin, pupwedeng yung customer i-appraise yung organization. May ganon. Pero minsan naman, There are companies, especially those in sales and marketing, especially you, so you have to be good to the customer. You have to be very diligent because a performance evaluation might be assessed by your client. The supplier can also assess how you are tying up. If you are tying up with the supplier, if you are not allowed to, you will fight. So, the supplier will evaluate you. Pag sinabi naman nating team appraisal, you are a member of the group and then ina-assess ka ng kagrupo mo or ng ka-team mo. Actually, dati biniginagawa ko to. Aside from the group member, ginigradean ko kayo tapos yung mga ka-member nyo, giniginagradean nyo ang bawat isa. Kasi minsan, lalo na ano, hindi ko naman alam kung totoo bang nakipag-work or baka nag-usingit mo na lang yung pangalan ko. That's the importance of having a team appraisal. Okay? Yun na lang, hindi ko siya masyadong ginagamit kasi may pagkabayas siya. Kung minsan, nagiging subjective, nainis kay kagrupo, although nagperform pa rin, yung mga personal naalitan ng mga tao sa organization, if they are in the team, nakocontaminate yung performance evaluation. Yan yung weakness ng team appraisal. Pero ginagawa din siya. Okay? And then assessment center, this is... The performance evaluation of an employee is being assessed by a professional assessor. So it might be external. Tagalabas yung nag-a-assess sa kanila. Malabang sa amin, sa mga teachers, hindi lang kami yung ina-assess. Ina-assess din kami externally. Like kung pumasa kami sa ganitong exam, mga ganun. Professional assessor is an example. And then, the 360 degree or full circle appraisal. Pag sinabing 360 degree, anyone, no? Lahat yan po pwede na. Kombinasyon na ng lahat. Ng 1 to 7. Pwede kang evaluate. Pipili kayo subordinate. I-assess ka ng supervisor mo. I-assess ka ng client. That is a 360 degree. Lahat. So, it depends on the organization if they want the supervisor to do everything. But as I have mentioned, the most common is the supervisor to hire a subordinate. But in my opinion, it should not be like that. There should be another assessment. Like for me, the best is the 360 degree. Okay, so this is the process involved in process performance evaluation goal setting. Okay, so why do we have to, of course, to perform or sorry, to evaluate performance tuwing kailan kayo magpa-performance evaluation. Okay, yun po yun sa goal setting, tuwing kailan yun pala ikokon lang. Performance standard setting, of course, this is setting up the metrics or parameters on how you are going to measure employees. performance. Okay? And then information dissemination, this is by means of orientation, orienting somebody na ito yung being expected or will be expected from him or from her. And then ito na, the actual performance measurement. Ito na yung actual performance evaluation. Tina-assess mo na kung nahit niya ba yung target niya. nagawa niya ba yung mga ina-expect sa kanya, dapat niya i-contribute sa organization. And then, ayan na, feedback evaluation result. Dito, nakuha mo yung evaluation result, kinocommunicate mo sa tao o dun sa employee. And then, rewarding exemplary performance. Kung meron man, then you have to reward the employee. Di naman laging lahat na lang, pera-pera lang ang usap. You can reward the employee by simply becoming an employee of the month. And then, of course, correcting substandard performance. If she has weaknesses, Dito muna i-a-address. Actually, the performance management will take place onto the last part on how you are going to improve your employee or subordinate's performance. Okay, so what are the sources of data in appraisal? Ibig sabihin, if you want to appraise somebody or if you want to evaluate somebody, ano yung data na paggagamitan nyo? Yung before na tinatawag natin baseline. So pupwede daw yung production data. It means how the people are outputting. For example, in production area, how many people are outputting per hour, per month, how many years have they been in production, or whatever period they are measuring. For example, our assessment is every semester, so how many people will we perform in one semester. For example, volume of sales. Yung sa empleyado na tinargetan ng six months na sampung sales, bawas sa bahay, sampung bahay. Minsan kasi hindi naman lang yung volume ang sinusupat, lalo na sa real estate. Eh kung ikaw yung si employee number one, nakasampung siya, pero ang amount lang naman pala nun, ang return of investment lang nun for the organization is one million, or sorry sabi natin, five million. Pero yung isa, although nakadalawa siya, The ROI of 10 million is more than 10 million. So it depends on our expectations. But then again, it needs to be clear. Because the 10 out sales and the amount are different. So where do you want to evaluate your person? In terms of peso or in terms of output? But if it's like that, especially in sales, in terms of peso or amount. You can also use the appraisal for personal data like individual files, tardiness, absences, disciplinary actions, memo, reminder, verbal warning, etc. So, pwede din siya. Pag sinabi naman natin judgment of others, pwede kang mag-interview ng ibang tao kung What is the performance of this person? What is their behavior as a team? So, those are the sources. But then again, as we said, the judgment of others could be form bias. Because there are personal... Sometimes, judgment of others tend to become very subjective. Especially if there is a misunderstanding between the feedback and the feedback. So, there is a bias. But then again, it can also be a source of data. Okay, so this is the performance appraisal method. There are different ways of evaluating employees. So when we say ranking method, for example, I will evaluate, I will rank, what I can do best and what I can't. or hindi ko pinakakayang gawin. So in terms of grading, kumbaga parang sa inyo, being a student, titignan kung ano yung pinakamataas mong subject, pababa. So of course, definitely, kung ano yung pinakamataas mo, could possibly na yun yung pinakastrength mo. Right? Hindi naman tayo nakakita ng pinakamababa, pero yun yung strength mo. Parang hindi natin makuha yung logic dun. So, ganun lang siya. From efficient to the least capable on each trade. When we say compared comparison method, this is a process wherein two employees is being evaluated at the same time. Commonly, this is being conducted if the rater should assess who among these two employees is better for a promotion, let's say. Kung may tanggalan pa. Afterman, sino dito yung may pinakamababang performance, siya naman yung tatanggalin. So vice versa. Yun si paired comparison neton. But then again, sabi nga dun sa process natin kanina, yung goal. Ano muna yung goal? Bakit kailangan kang mag-performance appraisal? Kasama yun, magtatanggalan ba? Mapopromote ba? Ganon. Pag sinabi naman po nating forced distribution, in here we are ranking employees through forced distribution. So the rater is asked to rate employees. in some fixed distribution. So ano-ano yun? Yung kategori lang na superior, above average, below average, and... So, that's just his measure. Okay, so we also have what we call an individual evaluation method. What we said earlier is multiple person. It means that many people are being evaluated. More than one. When we say individual evaluation, ito, isang tao lang yung ine-evaluate natin. Pag sinabi natin critical incident method, we are just writing down positive and negative performance behavior of employees throughout the performance period. Ay sorry, balikan ko itong isa kanina. Yung ranking method ranking employee pala from most efficient. So ibig sabihin para mas maintindihan nyo kung bagasak estudyante, nirarank kayo sa pagiging sa honor. Parang ganon. O honor student, number 1, 2, 3, 4, 5, 6, 7. Ninarang kayo kung sino yung pinakamagaling, kababa. Kasi multiple person siya eh. Pasensya na, multiple person. Yung sinasabi ko naman dito sa number 2, individual evaluation method, individual ka na. Yung sarili mo, yung positive and negative mo na ang sinusukat dyan, kababa. Pag sinabi naman natin checklist and weighted checklist method, meron kang or inerate ang isang employee based sa specific objective. Halimbawa dito, meron akong binigay na example. Check all the statement and accurate description of behavior. You are a decisive decision maker. Chichikin mo lang yan. Okay? Seem to be focused in addressing problem, in-addressing problem, check mo lang yan. Okay? Tapos, i-cocompute yan. Kaso, dito sa part na to, guys, sa method na to, meron din siyang disadvantage kasi parang hindi mo ma-weigh kung ano ba talaga siya. Although he is a decision maker, 10 points siya, pero yung weight niya is 10 points, hindi mo naman masasabi kung perfect score ba na 10 or 9 lang. So, yan yung weakness ng weighted checklist method. Okay, next tayo. Individual pa rin tayo, individual evaluation method. We have the graphic rating scale. This is the oldest and most widely method for performance appraisal through five-point scales. So, inerate lang kayo dito. Parang mas-mas okay pa to. Isusulat mo daw kung outstanding siya sa part na to. Sabi dyan, quality, the accuracy and thoroughness and acceptability of work performed. So kunyari evaluate si employee. Sabi niya dyan, does not meet the minimum acceptable quality requirements with frequent errors. So ang isang sagot mo daw dyan, kasi rating nga, graphic rating skills, pipili ka lang O, V, G, I, O, V. Unsatisfactory. That's the answer you're going to write here. Okay? But guys, you need to read this carefully. Because look, the statement is negative. Does not meet the minimum acceptable quality requirements. So if it does not meet, and you answered it outstandingly, it means that it really doesn't meet. Okay, so I just don't know kung may typographical error dito yung reference natin. So, yan. Careless ad often make errors. So, I think hindi siya kasi puro mga naka-negative. So, dito kailangan mo talaga siyang babasahin. Pero ngayon guys, yung common, ang ginagamit kasi siya, positive yung statement. Tapos, What do you call this? Nire-rate lang. Halimbawa, comes to work at time or on time rather. Diba? Outstanding yung sagot. Pero anong iniiwasan doon? Kasi kapag positive, tapos positive yung rating scale, ang ginagawa, check na lang ng check. Oo, oo, oo. Hindi ka gaya nito. Ia-analyze ka. Yun yung technique kung bakit ako mo hindi naka-negative. Why would you put a negative statement and then put a positive one? To assess it properly, to avoid not reading it. There's a thing like that. Hindi na binabasa, grade na lang ng grade. Okay, another individual evaluation method is what we call the BARS, or the Behaviorally Anchored Rating Scales. So, ayan, pwede din, ganun lang din naman siya. May nakascore din siya from 765.321, meron din siyang parameter. O, naging nadoble lang po ito. Okay. So meron naman tayong management by objective or MDO. It is a process in which managers and subordinates set objective. Ito kami, for the employee to achieve within a specific rating period. Management by objective kami kasi kami yung nagbibigay ng target namin kung ano lang yung kaya namin. And then yun yung ihihit namin. So ang nangyayari na to, depende kung i-approve ng manager mo kung ang tinarget mo ay dalawa lang or isa lang. Okay. But commonly, what we do is we target lower. Because if you target higher and you don't hit it, the percentage is low. But it's better if you hit low but you can pass it. So that's more than 100%. That's the commonly approach now. Okay, multirater assessment of the 360-degree performance feedback, feedback system or process in which employee received... confidential anonymous feedback from people who work around them so dito sa multi-assessment of 360 hindi mo alam na may anonymous may nagpe-feedback sa performances mo so somebody is working with you somebody is assessing with you silently at hindi pag ipinidback sa'yo yun hindi mo alam kung sino nag-assess sa'yo unless otherwise nagkaroon ka ng clue I'm happy to know this because I answered this question once. And as a team player, you always fight. So, I think there's a clue. And I also noticed that the 360-degree performance feedback is a bit close. Okay? Cool. So, 7 tips for creating a world-class appraisal system. Of course, number 1, design the form first. Because if your form is not good, it's not... user-friendly, and it will have a bias when it performs differently. So although it is the first one, it is the most critical and very important. Build your company's values into your form. Ibig sabihin kung ano yung nasa form, kung ano yung nasa performance appraisal nyo, ay yun yung tawag neto, i-meet ng mga empleyado mo. Like sa amin, no? As we said in our university, our mission and vision is to raise globally competitive individuals. That is why we are really raising students to become morally upright, globally competitive by means of producing good output. For us, we can't just leave the students. Even though we have to be a good role model, we have to have our own role model. for researches. We conduct researches. We have community involvement. That's why we don't just leave it. You think it's easy to be a teacher especially now that the pandemic is here. No. We expect more because we are working from home. To ensure that we are really working here. That is why in this struggle, we really have to strategize on how we are going to juggle all the responsibilities that we have to be timely din, mamit namin lahat ng deadline. Despite of all tasks being expected from us. Assure ongoing communication during development. Ibig sabihin, nakikip na, kung habang ginagawa mo yung performance appraisal form, kailangan, andami din nag-a-assess, nag-critic. Hindi po pwede isa lang yung pitingin. Kasi pag isa lang yung nag-check, Thank you. That could be subjective, yung paggawa. And then, of course, itutrain mo yung mag-a-appraise. Ibig sabihin, kung sino yun, bawa ako si supervisor, isa ako sa appraiser, diba? Kailangan itutrain ako kung paano gagamitin yung metrics na yun or yung form na yun. And then, of course, orient mo din yung lahat ng i-a-appraise din, na ito yung i-be, i-expect sa kanila. And of course, use the results to give feedback. para ma-improve ng empleyado yung kanyang performance. That's very important. And then monitor and revise the program kung meron namang nakitang mga flaws doon sa system. Okay, so feedback of appraisal interview, annual discussion should include review of overall progress, discussion of problems that were encountered, discussion of sources of ineffective. performances, kung ano daw yung mga hindi na-hit or na-meet ng mga empleyado at hindi lang dapat ganon. Bakit hindi nila na-meet? Bakit negative sila sa part na yun? That's very important in lieu of performance management. And then, agreement on how employee can improve yung kanyang performance. And then discuss how current performance fits with long-range career goals. So, kasi pag hindi nila inayos, hindi nila nalaman yung importance ng pag-realign yung performance nila towards achieving organizational goals, hindi sila makakapag-contribute. Okay? And then specific action plans for coming year and how to reach short and long-term objectives. Okay. So, we're on the last page of our group. Sorry, of our chapter. Okay, so our group work is you have to choose one problem. So we have here seven problems. So ito pong mga problems na ito, ito yung commonly nangyayari or na-encounter kapag nagkakaroon ng performance appraisal. Okay? So my instruction is pili lang kayo ng isa dyan. Okay? Again, kailangan po, what do you call this, magpo-post. po ako sa Google Class natin ng performance appraisal. Ito, ika-copy-paste ko ito. Tapos, mag-comment lang kayo kung alin dyan yung napili ninyo. Okay? Always remember na hanggang maximum of two lang ang pwedeng mag-declare dito. Halimbawa, sa grupo natin, sa section nyo, meron tayong labing dalawang grupo. So, dalawang bes lang pa pwedeng mapili si Halo Effect. Hindi na siya po pwedeng mapili ulit. Okay? So first, you need to know what is the so-called halo effect that is encountered during performance problem. And then, when the group finds out what the halo effect means, how can it be solved? So you will analyze. One in each group. Just choose one, analyze what it means, research what the halo effect means, and how can it be solved. And then, what does it mean if you choose the recency effect? ano ibig sabihin ng recency effect as one of the problems being encountered in performance appraisal and then address it or ano yung possible solution to that. So ito yung rubrik ko sa inyo, of course. How are you going to define yung napili ninyong problem? Ang portion niyan ay 40%. And then your recommended solution will be 40%. And then... yung delivery nyo, discussion nyo is 20%. So, ibig sabihin, kung tatlo kayong member, pili kayo ng isang pinakamagaling mag-discuss sa inyo, siya lang yung pag-discussin natin ito. Okay? So, kailangan pa ba natin ng PowerPoint presentation? Not necessary, kahit word lang. Tapos, huwag niyo nang isasubmit niyo sa akin pero during presentation natin kahit hindi niyo na basahin word for word i-explain niyo lang mas na-appreciate ko yun 20% okay so that's it thank you for listening now if you have any question I am now ready for question kung natapos na natin yung session you may send me an email so that I can answer your queries

So performance is measured in terms of result. It is the accomplishment of an employee or manager's assigned duties and outcomes produced on a specified job, function, or activity during a specified period of time. So meaning to say, a performance is being measured in terms of our output. Therefore, if there will be no output, Thank you. And coincidentally, it's not coincidentally, but of course, in effect to that, wala tayong mamamesure na performance.

Okay? And there is a fine difference between performance and performance review and evaluation. Because in performance review and evaluation, in here, the performance of a certain employee is being assessed. Okay?

However, Let us understand that doing a performance review and evaluation entails a specific and scientific approach in order to assess employees' or individuals' job performance. At the same time, performance management is different with the performance evaluation because as I have mentioned earlier, performance evaluation is in here we are assessing or evaluating the performance of an employee thus checking or assessing the output the outputs of an employee and the other hand performance management is um wherein you're making a result performance this is an ongoing communication process and they're taken in partnership between employee and his immediate supervisor. So meaning to say that in order for the performance management to take place, there should be an employee to be assessed and there should be somebody to assess the performance.

The traditional way of assessing the performance in an employee is this is being conducted by the immediate supervisor. However, as we go along to this chapter, we will be able to know that it's not only or the evaluation is not only restricted to be conducted by the supervisor because there's a lot of or there are other parties or individuals who can assess employee performance or somebody to be assessed okay yun nga lang of course in doing performance management we have to establish a clear expectation right because if there is no or if um if an employee is not being um oriented kung ano yung kailangan niyang i-produce. So organization, there is a possibility na hindi niya ma-i-produce yung in-expect sa kanya or hinahanap sa kanya ng company. That is why yung orientation is very important.

This is a stage of post-hiring na kung saan you really properly educate the newly hired worker kung ano yung mga in-expect sa kanya ng organization. We must not forget one thing. employer yung mga bagay or duties and responsibilities na dapat niyang malaman at hindi din dapat ina-assume ng employer or even the supervisor itself na alam na agad ng empleyado kung ano yung dapat niyang gawin. So dapat, aside from the proper orientation, talagang ini-specify sa kanya yung mga duties and responsibilities. Yun yung role ng job description.

That is why job description is being provided to employees so that every now and then, he or she will be guided for the particular job or task or responsibility that the organization expects from them. Some organizations call it job description, but there are some organizations call it terms of reference. Like in our university, faculty members are given our terms of reference. When we say terms of reference, Ito yung mga functions namin.

So it's like, it's the same with the job description. However, yun nga, yung tawag doon may varies from one organization into organization, but the most generic term for the least of duties of responsibility is a job description. Okay, so as I have mentioned earlier that in performance management, there should be a clear expectation and understanding.

So ano yung mga kailangang nakapaloob dun sa performance management? Sabi nga natin, ano, pag performance management, hindi lang siya inform the person on what the result of the performance evaluation is. That's how it is.

First, the employee will perform. That's the very starting point. After the employee performs, the performance evaluation then will take place.

Right? After the performance evaluation, whatever the result would be, it should be properly managed. First, through giving feedback. Later, I'm going to give you the exact flow of the performance management. Okay, so ano na yung mga dapat nandun sa performance management?

Or ano na yung mga important factor to be considered in managing employee performance? Of course, the essential job actions the employee is expected to do. This is very simple.

That one employee should know kung ano yung duties and responsibility niya. Okay? That is why there should be a clear understanding kung ano yung task ng isang tao.

Kailangan na i-appoint sa kanya yung mga kailangan niyang gawin. Ano yung kailangan niyang i-heat? Ano yung in-expect sa kanya? So, para yung employee-employee relationship para mag-function siya ng mabuti, ng maayos, kailangan alam ng employee.

kung ano ang iniexpect sa kanya. Okay? So another clear expectation that must be understood by the employee is how he or she contribute or can contribute to the goal of the organization.

So basically, all employees will be working on a team except for if the employee is working on a very small organization, baka wala siyang teammates. But then again, Commonly, whether the person likes it or not, he is still part of the team. It could be on a departmental basis or on a program basis. So, if he is part of the team, he should know his duties and responsibilities as a team member. That's what it says in letter B.

Let's see what doing the job well means in concrete terms. This is, when we say doing the job well, in concrete terms, it's like, pag sinabi mo, or, pumusta tong ganitong empleyado? Oh, he's doing well.

It's not as simple as that. You have to specify, right? So in performance management, it's not only giving a qualitative information. Like qualitative information, it's like more of narration, or kinakwento mo kung ano yung mga, but then of course, you have to quantify. Okay, so how well the well, yun yung sinasabi eh.

So paano mo masasabing well yung performance niya? Is that we quantify. Example, gaano ka-productive si employee A?

So anong titignan dyan? Yung output niya. Okay, so hindi lang titignan kung ilan yung nakaka-output siya. No, isabi nga natin dati, hindi lang ang pinag-uusapan dito gaano karami yung napoproduce niya.

Isa sa dapat nating malaman, gaano kadami yung... quality output na napoproduce niya. Okay?

There's a difference between the output and the quality output. Kasi pag sinabi nating output pa lang yun, kasama dun yung mga maaring hindi pa po na nare-reject pa. Okay? Pero pag sinabi nating quality output, eto yung linis na, maayos na, kung baga na-check na, na dumaan na sa mga, sa production, na okay siya, considered as really an accomplishment or an output.

So doing the job will then have to be Assess on concrete terms. That is why, pag sinabi nga kasi nating concrete term, may basihan, may bilang or may basis para masabi mong doing well siya. Parang kagaya sa inyo sa estudyante, pag tinanong kayo, oh, kumusta tong estudyante ko na ganyan? Kumusta yung ganyang si ganitong estudyante? So, Juan de la Cruz, kasi siya ay scholar.

Sasabihin lang ba, enough na ba nasabihin ng teacher na okay siya, nagpe-perform siya sa klase. It's not enough, right? What will the scholarship giver do? He will be or she will be asking for the particular data. Like yung grade, o anong nakuha niya.

Kasi that's the metrics or yung measurement para masabi natin gaano ka well yung isang studyante. So, ganun din sa employees, okay? So, another thing to be considered that has to be cleared is kung paano yung employee will be working on with the supervisor. Okay?

So, it's very important that there is a good relationship. The employee has a good relationship. with his immediate supervisor because that is the time or that is the key in order to sustain and have a good working relation with the supervisor. And that is very important.

Right? That's why Kalimitan always says to companies, even if the employee is not that good, what's important to them is a team player and then with a good attitude. Okay? Because if a person is good and then he's not really a team player, Papano yun? Unless otherwise, yung kanyang trabaho, yung nature ng work niya and task niya doesn't have to work with team.

Next, how job performance will be measured? Dito lang, yung sinasabi nating performance management, kailangan alam ng empleyado kung papaano at the end of a certain period, his performance will be evaluated. Let's say for example, siya ay contractual sa isang company.

Yung company na yun is a real estate company. So basically the task, ang task niya kasi is mag-close ng deal, mag-close ng sales. So kailangan, sinasabi mo sa empleyado na within six months of your probationary period, you should close at least 10 deals in six months.

Para nang sa ganon, The client knows, your employee knows what his target will be. And of course, he has an idea of what will happen if I will not be able to close 10 deals which is being expected from me. And then, the employee also needs to know what will happen if I will not be able to meet the target. You should communicate that to him because if you don't communicate it properly or you have to deal 10, then there's no punishment. So pagbabanging-banging yung tao, pero kung doon yung orientation, yung sinabi mo na sa kanya that if you will not be able to meet 10 kota for 6 months, then you will not proceed sa pagiging permanent or tenured employee.

So that one could be a motivating factor dun sa mga very positive employee. Pero kung negative employee, kung meron siyang attitude na nakakatakot naman pala, so maaring mag-down yung spirit niya or matreaten siya. But then again, what's important here is that the employee is aware kung ano or papaano inimesure yung performance niya.

Yan yung sinasabi sa letter D. Next, identifying barriers to performance and removing them. It is very important that if you are managing the performance of an employee, employee is that we have to remove yung hindrances.

When we say barriers, this is equivalent to hindrances. Barriers para ma-hit niya, ma-meet niya yung quota. Let's say, for example, binigyan mo siya ng quota na 10. Balik tayo dun sa story na Kunento ko. Binigyan mo siya ng 10, what do you call this, 10 sales in six months.

Pero hindi mo noon pala siya binigyan ng mga resources like kailangan niya pala ng company load. or internet access, he needs a laptop. If he doesn't have all of that, that could serve as a barrier or hindrance for him to reach the target. So, is he limited to facilities?

No. Training is possible. It's also necessary.

So, for him to meet the quota, boost him. Give him training, adequate training. So that way, alam niya kung ano yung strategy na gagawin niya.

Because if there is no proper training, bigla mong sinabak sa field yung tao or sa work, particularly kung wala siyang work experience, it could be a barrier that will hinder for him to perform or to achieve a specific goal. So meaning to say that in performance management, it is very important that we provide resources or other things para matulungan mo yung employee mo to achieve the goal and hindi magkaroon ng... barriers or hindrances so that they can reach the target performance. So all in all, performance management refers to the total system of gathering information to review and feedback. That is why performance management is not only about reviewing.

Okay? Always remember that. When we say reviewing, it also entails assessing the employee's performance.

But when we say feedback, in assess mo yung performance niya, sinabi mo sa empleyado. Okay? In evaluate.

kita, ito yung naging result mo. Just like what I am doing, binigyan po kayo ng grade, and then I also ask you if you have your question, you have your performance, binigyan po kayo ng grade sa performance, and I'm asking you to have your question if you wanted to, what do you call this, to ask me kung bakit naging ganun yung mga grades nyo. That is feedback.

So performance, you were assessed, but the feedback was given to you on what you received in the performance evaluation and why your performance was like that. So why is it important to give feedback to the employee? So that an employee will be able to improve specific area kung saan siya mahina. Just like you, nung binibigyan kayo, binibigyan ko sa inyo yung grade nyo.

So it may serve as not to, what do you call this, panghinaan pa yun ng loob, or not to discourage you to continue your studies. But of course, this may serve or this should serve as a wake-up call, particularly kung dun sa mga baba yung rate. So that is a performance management.

So let us understand the importance of measuring the performance in an organization. So managers cannot manage and define what is expected and give feedback and recognition without defining the basis or performance measure. Meaning to say, you will not be able to gain what you are being expected from somebody if you will not be able to tell him or her kung ano yung ina-expect mo sa kanya.

So this is a work relationship, so it's a two-way to tango. Para alam ng employee mo yung gagawin niya, sabihin mo sa kanya kung ano yung ine-expect mo sa kanya. Kung gusto mo siyang mag-improve, then sabihin mo sa kanya kung ano yung mga bagay na kung saan weak siya or medyo mababa siya para makapag-improve siya. But then again, there should be a basis of performance measure.

At the same time, dapat concrete din. Meron kang yardstick. Kung baga may sukatan ka para masabi mo na itong empleyado na ito ay nagpe-perform superior or kung baga average lang yung performance niya, dapat lagi siyang may basis. So what are the other reasons why do we have to measure performance?

Okay, of course, if you will not assess someone's performance, then hindi niya alam kung... nag-lag ba siya or behind ba siya from other employees, compared with other employees rather. Okay? So, kailangan din, meron kang yung kagaya yung sinasabi natin, there should be a necessary data that would reflect or that would manifest the before and after. Okay?

So, kaya may mga company na kung saan, pagpasok pa lang nila, for example, for us, in the In academia, in university, in our field as teachers, every SEM we are being asked what our plan is, what our target is. We are the ones who give the target, for example, how much research we need to produce in this SEM. In terms of our education, we need to finish, let's say, nine units of our PhD or our master's in this SEM.

We always have a target. And then at the end of the month, we will recall what we hit. Because that's where you will know what the improvement was. You will not be able to determine the improvement if you do not have the prior data.

So you need to have data of before and after. Just like what you are posting. For example, you want to see you're vlogging, right? You want to vlog.

ka, nag-vlog ka ng skin products kunyari. Specifically, if it's a whitening product, of course, you have to have a picture of before. Your picture before using the whitening product.

And then after that, you will... have of course another picture of you after using the product so that you will be able to determine if there is an improvement or not right so the data before is very important for you to determine and to measure the improvement level so we have to measure performance another reason is that in creating high performance there should be a clear goal This is the highest target for us. The employee needs to know why he needs to target it.

Why is it being hit on him? Okay? So there's always an explanation, there's always an orientation on why an employee needs to be hit on.

Probably, it could be a basis for a performance-based bonus. Pwede din naman. Or kung ito ay nasa, parang hindi pa siya tenured, or kung baga parang contractual pa lang siya, it could be a basis para maging permanent employee siya.

Okay? So, yun po yun. So, that is the reason why we are measuring performance.

Ito yun. And then of course, Of course, pay-per-performance requires metrics. Ibig sabihin, if somebody deserves to have a bonus, then there should be a supporting document. Kasi hindi naman kagad magbibigay ng bonus ang company, na basta nakapag-perform ako.

Of course, merong backup na document yan or evidence. Like sa amin sa government, and cool. kung meron kaming na-publish na international research, then we could have a pay for that specific performance.

Siyempre, hihingin sa amin, ano yung mga objective evidences or proof of documents or proof of documents na masusuport namin so that we will be able to have the pay for merits. Okay? Next. Okay, so...

The traditional approach to performance appraisal, number one, is focusing on the employee's past performance. Okay, so ang problem natin with the employee measuring or focusing on the past performances, parang minsan kasi yung mga mas nakafocus tayo dito sa result. Sorry.

So nakafocus tayo sa result, sa output. ng mga empleyado natin. That's the first approach.

The second approach is focusing on the employee's development. In here, results become the driving force of the management for development. So, ibig sabihin, kung kanina, sabi dyan, nag-focus tayo dun sa past performance, of course, we cannot measure the output din kung hindi natin titignan kung ano yung naging performance niya. Yung performance result na yun, yung gagamitin natin as a basis on how we are going to improve or develop one or a specific employee. Kung nakita natin yung kanyang past performance ay medyo bagsak, o kasama siya dun sa kailangan natin i-improve.

Paatinin ng training, mag-undergo ng counseling, mag-mentor. Kung nakita mo naman siya yung nakaabot ng kota, siya yung nagbuhat. sa buong department para makakumira ng malaki yung company, then baka siya yung kailangan mong i-improve for promotion. So those are approaches for performance appraisal.

So what are the common flaws? Pag sinabi nating flaws, yung mga weakness or parang yung problem kapag nagkakaroon tayo ng performance review system. So number one, the organization limit the performance review to make employee accountable for past and therefore.

So this takes the view that making people accountable for poor performance will automatically generate improvement. Meaning to say, you are very limited or the employer or the supervisor is limited. to the past performances lang.

And tinitignan nila na kung ano yung naging past performance, automatically kailangang baguhin kagad. ng empleyado yung behavior niya, yung attitude niya, without considering that there could be a barrier in the operation, yung sinasabi natin kanina. Okay? And then, tying performance review to employee salary review. Dito naman, ito yung nagiging isang flaws, isa sa mga flaws ng performance review system.

Kasi ginagamit yung performance review para i-identify yung sweldo ng tao. Minsan, ang nagiging problem, nagkakaroon siya ng bias kasi nga, this is what we call this, nare-reinforce kasi yung management to decide who are those entitled to receive increases. So makikita mo kung sino yung mga boss, kasi sila yung, isa pa yan, isa pa yan sa nagiging problem kasi minsan, di ba, kung ikaw ay boss, may subordinate ka. Automatically, kung may tinrabaho yung tao mo, and you are the boss of that department, that's your accomplishment because he's your person. But you can't claim him as your individual.

For example, if you're recognized as a good student of human resource management, for example, it will merit. It's like a plus point for me. Because that's why you were awarded. I'm your teacher.

But I should not claim all the credit. Because as a student, you performed individually. So it's the same with the organization.

You're not a boss. You have the right to claim individually the performance of your person. Personally, it's a no-no. But then again, if you are holding that power and you are claiming that accomplishment for the entire organization, or for the entire department na minamanage mo as a supervisor, it's fair.

Right? So, yun yung nagiging a common clause niyan. Naaagaw minsan yung credit sa mga tao. Tapos, syempre, kung boss ka, mas mataas yung increase mo kumpara dun sa tao. Parang, alam mo, balitan natin, ako yung boss.

Kung yung tao ko, yung nag-perform personally, and then tao ko siya, nasa department ko siya, merit ko dahil tao ko yung... kumbaga under ko yun, sinusupervise ko yun, mas mataas yung increase ko kasi ito na yung sweldo ko, yung tao ko, ito lang siya. Maag-angat din yung increase niya pero hindi magsasabay yun kahit pa pano. So, those are the common flaws na talagang hindi naman may iwasan because andun tayo sa performance evaluation and performance appraisal.

By the way, performance appraisal and performance evaluation can be used interchangeably. So what are the objectives of performance appraisal? Number one, of course, if we have the performance evaluation, the result for performance evaluation, this could provide us information of who among these employees can be promoted, right? Who among the employees should need to be transferred to another position?

Or worst, should be demoted because their goal is not met? or yung kanyang performance na na-tinarget. So, saan natin makahanap yun?

Titignan ngayon yung performance evaluation result. And doing the performance evaluation, the result of this could provide such information in lieu of these activities. So, of course, Yung performance appraisal always provides an opportunity for the supervisor and his subordinates to review and identify strength and weakness or work-related behavior.

So if you have your performance evaluation, nakikita mo kung ano yung strength ng employees. Okay? If you are a supervisor, you will be able to know na uy, ang taas ng empleyado ko dito sa part na to.

Dito sa aspect na to, therefore, it is the strength of your subordinate. Kung nakita mo siyang medyo mababa siya sa part na to, then therefore, that is his weakness, of course. And then, if you have that baseline data, you will be able to know kung paano mo i-improve yung tao.

Kasi nakikita mo yung weaknesses niya. And then, it can also help you on disseminating or what it is, Delegating, the proper term, delegating work assignments. Kung nakita mong mahina doon yung tao, nakita mong mahina siya sa specific area na yan, hindi mo siya ilalagay doon. Right?

Kung nakita mo yun yung strength niya, yun yung ilalagay. Doon ka ilalagay, kasi yung strength mo. But, okay, not every organization treat it that way. Because in our organization, let's say I am the faculty member, sometimes, kung ano yung nahihirapan kaming ituro, yun pa yung ibinibigay sa amin.

Bakit? Para mas mag-improve kami. Kasi kung hindi namin yan kayang ituro, syempre aarali namin mabuti yan.

So, mag-improve. kami. Kung hindi ko kaya ang business mathematics, ang gagawin ng chairperson, ibibigay sa'yo yung business mathematics para yun yung aaralin mo.

Kasi in a way, mag-i-improve ka. Kasi nga naman, kung ang ibibigay sa'kin is something na alam na alam ko na wala nang learning, wala nang growth. Kasi money na lang yun eh. Diba, kumbaga sabi nga na chicken feeds na lang, kahit tikit ako kaya kong ituro yan. So there is no learning at all with that.

So, not all organizations will give you the strength you need. So, it depends upon the treatment of the organization. This is what we're talking about when I explained that the performance appraisal can be a basis of identifying the training needs. What are the needs of your employees in terms of training?

And of course, Yung performance appraisal also can be conserved as evaluation after the training. Kung nahit ba. Kasi nga, before na nag-training yung empleyado mo, ito yung performance appraisal niya, result. And then, nung pinatraining mo siya, uy, nag-improve siya.

So, therefore, you have your baseline data, the before and after. You can compare now if there is a success or improvement. Of course, through... performance appraisal. That is why performance appraisal is very very important in an organization.

To be continued, the objective performance appraisal helps the firm's career planning process. When we say career planning process, kasama dito yung pag, yung mababang may magre-retire na senior member ng organization, inre-ready mo na kung sino sa may mga, titignan mo yung performance appraisal, kung sino yung may mas pinakamataas sa performance appraisal or result, yung pwede mong ipalit doon sa magre-retire na empleyado. Okay? Next, it allows easy monitoring and supervision.

This is very self-explanatory because if you have your performance result, lagi mo lang titignan yun eh. Okay? I-monitor mo yun.

Like halimbawa sa, ah, sa amin, ano, kung nung first semester, yung mga faculty members, eto yung tinarget namin. At the end of the semester, nab-hit ba namin yun? Okay? So kung wala yung data na yun, paano mo mamonitor kung nagpe-perform pa ba yung mga faculty members?

Ganon. In the industry naman, yun din yung way para malaman mo kung yung... terms of reference or job description nila ay nagagawa ba nila?

So the performance appraisal helps the supervisor to monitor the performance of his subordinates. Okay? And also, performance appraisal can assess or can help you or can provide you information on how this particular employee plays or works as a member of the team. Sabi ko nga kanina, working as a team member of the organization really helps a lot.

Unless otherwise, their nature of work doesn't need to have or doesn't need to work with other people. Meron bang ganun, ma'am? Meron.

Meron naman siguro, pero kung wala kang kasama sa trabaho o ikaw lang yung hinar. Iba? Kasi nga even the accountants, right? Even though they are working on a silent area, sila lang yung kasi kailangan talaga sa kanila tahimik still. They are still members of the organization and they still need to contribute as a member or as a team member.

And then, of course, performance appraisal helps to assess if that specific employee is really working as a team member. So it also provides information on who should be replaced, those who don't perform at work, who should be selected to be replaced. who should be promoted, who should be removed. So that's what helps with the performance of pre-exam.

Who has the potential? na i-promote. Kaya kayo gagalingan nyo yung mga performance nyo. Kasi yung performance nyo, yun yung output na ime-measure sa inyo para malaman kung kayo ba ay promotable baga. Okay, next.

Sorry, naulit lang tong slide na to. Ito yung hinahanap ko kanina kaya ako medyo na-distract eh. So ito yung definition ng early approaches to performance appraisal. Okay, so what is a performance criteria? This is very self-explanatory.

When we say performance criteria, deciding what to evaluate. So, criteria, kung baga sa ano, criteria for judging, ano yung titignan mo, right? Parang kagaya ako pag nagbibigay ako sa inyo ng activity, para to check your performance, I am providing you rubrics. like The quality of your presentation will be 50%, your delivery will be 20%, your PowerPoint presentation will be like this.

So you know what you're targeting. So the relevance determined by duties and responsibilities contained in the job description. So it means, how much...

criteria mo, gaano kabigat yung criteria mo when it comes to what we call this, job description. Yung anong nakastipulate na magiging trabaho ng isang tao. And then also you have to decide to evaluate yung reliability.

Pag sinabi nating reliability, it means produce consistent and repeatable evaluation. Ibig sabihin, kunyari operator one, ginamit mo yung criteria kay operator. performance criteria kay operator one, you can use the same criteria for operator number two, and then you can use the same criteria for operator number three, four, and so on and so forth. So that in time that you have to choose who among them should be promoted, you can really assess yun sa reliability.

Kaya dapat reliable yung criteria nyo. Okay? When we say freedom from contamination, Ibig sabihin, dapat yung performance criteria ay hindi maaaring maaka-apekto ang ibang bagay.

Kasi yan yung mahirap eh. Halimbawa, meron nag-set ka ng performance criteria. Dapat yung personal na feeling mo or inis mo dun sa isang tao, kung meron man, hindi yun nasasama.

Okay? Kung baga, dapat... Yung performance criteria hindi din dun kasama yung, minsan kasi pag nag-pre-perform yung mga tao, uy, ang baba ng performance nito, hindi nakakatarget, hindi nakaka-output. Yun pala, kung kinumpara mo siya sa iba, pero yung equipment na ginagamit niya ay hindi naman pala, tawag nito, hindi naman pala maayos. So that's incomparable, right?

So a performance criteria should be free from any contamination. Meaning to say, walang ibang factor. na maaaring makahinder.

Hindi po pwedeng, kasi naman, yung gamit niyang, yung operator number two, ang bilis. Yung machine na akin, lumang-luma na. So meaning to say, nakocontaminate yung performance criteria mo ng mga poor equipment. Yan daw po yun.

Freedom from contamination. Okay, so indicators matrix that can help measure employee performance. So, ibig sabihin lang dito, ito yung mga matrix or factors na po pwede natin gamitin para ma-measure or ma-assess natin yung performance ng isang tao.

Pag sinabi natin quantity, gaano kadami yung naipoproduce niya. Okay? Gano ka? Yung numerical figure ito. Quantifiable.

Pag sinabi naman natin quality of Of course, he might produce a lot but the quality will fall. The work is bad. So, you shouldn't just leave it to quantity and quality.

But you shouldn't just leave it to quality. There's no quantity. He does a good job but his output is only one within six months.

If we go back to the employee who was given 10 sales in six months, Right? So hindi din siya effective. Pag sinabi naman natin timeliness, You measure the performance of the employee in terms of time.

Does he meet the deadline? Okay, if you set a period of time, for example, the 10 sales in 6 months, does he finish in 6 months? So that is time limit. That's why it's important, guys, let's not forget that when you set a target, the time is when it's needed. That's why you're always good at asking, Ma'am, when is this needed?

kailan po yun ipapasa? Kasi that's timeliness. And considering the time management, okay? Pag sinabi naman natin cost effectiveness, yung employee ba natin is nagiging effect, kumbaga, para mas maintindihan nyo ganito, yung resources niya ba is na na-utilize niya lahat ng walang nasasayang.

Kasi, kung ang ganda-ganda nga ng quality ng out... put niya pero isang peraso lang pala and then upon looking at the raw materials na nagamit niya, ang dami niya palang nasayang. So hindi siya cost-effective.

Ang dami-dami niya ng quantity. Ang dami-dami niya ng naiproduce na good quality. Pero sa kabila nun, meron din pala siyang, ang dami rin niya palang nasayang na resources like kuryente, oras.

Ibig sabihin, hindi siya cost-effective. So tinitignan din yan. Of course, absenteeism and tardiness. Very set explanatory.

Lagi nga, ang dami nga natatrabaho. Quality output nga. Kaso naman, parating late.

Laging absent. Alam nyo yung tardiness, nakaka-apekto yun sa performance. Kasi pag palate-late ka, ang dami mong aksidente maaadaanan.

Nakakainit ng ulo yun. Pero kapag maaga kang dumating sa opisina, maaga kang nag-start ng trabaho, may time ka pang makilig ng music, mag-coffee, then you can start your day right. Diba? Ganun lang yan eh. Then of course, the creativity of an employee is very important.

And then, does he adhere to the policy? Maybe later, he will produce quality output, but he has something that he disobeys or neglects in the policy. So it's important.

Okay, number eight. He's hardworking, always present. He's always present in the business.

And then there are personal habits that are not good. Like during break. time nag-exceed.

Fifteen minutes lang yung inalaw for coffee break. Kagaya napanood natin, ako nakikipagpuntuan pa kaya nasayang yung five minutes. So yung mga ganon. And then of course, personal appearance and grooming. Right?

Importante yan. Papasok sa office, di man lang naligo. Right? Siyempre, mas magugustuhan mo yung, lalo na kung sales yung trabaho, ang pangit naman kung paharap ka sa empleyado na hindi maayos yung itsura mo. Right?

Kaya nga kaming mga faculty members, even though we are working from home, ako, if you can check, lagi pa ako nakadress. Even though nandito lang ako sa harap nyo. Diba?

Because we have to be personally well-prepared and well-groomed. So, yan yung mga indicators or matrix na pwede nating imeasure sa empleyado. Eto na.

Eto yung sinasabi ko kanina. Sino-sino yung mga pwedeng mag-evaluate ng performance? The basic... thing is, number one, of course, yung manager mo or yung boss mo.

Okay? Number one, i-check ka ni boss kung paano ka nag-prepare for. Number two, self-appraisal. Ito yung minsan mahirap.

Gusto ko nalang i-appraise ng boss ko kaysa i-appraise ko yung sarili ko. Kasi dito kasi parang ano bang gagawin ko? Baka pag in-appraise... If I evaluate myself, I might say that I'm too arrogant. Especially if it's a ranking method.

If it's quantifiable, I don't need to be arrogant. Or how many researchers did I publish last year? I will count them. That's the truth. But if it's just a rank, percentage, at the rate of 10, how many do you think your behavior is?

What's your grade? It's hard to appraise or evaluate yourself. So, kasi parang... ang yabang mo or masyado mo naman, kapag tinaasan mo mabuti, parang, hmm, talaga ba? Ganyan ka ba talaga?

Pag nakita ng boss mo, diba? Pag binabaan mo naman, iisipin mo parang sarili mo na nga, hindi ka mo pa mapaniwala, right? So, ang hirap, for me, ito yung pinakamahirap na evaluation method, yung i-appraise mo yung sarili mo. And then, pag sinabi naman po natin, subordinates appraisal, If I am the boss, my employees, my immediate employees, I will evaluate how I am as a boss in everything. Of course, we have metrics.

Parang kagaya kayo, in-evaluate niyo yung mga teachers ninyo. Ganon po yun. Meron kayong tinitignan, may binabasa kayo para i-appraise. Okay?

Pag sinabi naman natin customer or supplier, ibig sabihin, pupwedeng yung customer i-appraise yung organization. May ganon. Pero minsan naman, There are companies, especially those in sales and marketing, especially you, so you have to be good to the customer. You have to be very diligent because a performance evaluation might be assessed by your client.

The supplier can also assess how you are tying up. If you are tying up with the supplier, if you are not allowed to, you will fight. So, the supplier will evaluate you. Pag sinabi naman nating team appraisal, you are a member of the group and then ina-assess ka ng kagrupo mo or ng ka-team mo. Actually, dati biniginagawa ko to.

Aside from the group member, ginigradean ko kayo tapos yung mga ka-member nyo, giniginagradean nyo ang bawat isa. Kasi minsan, lalo na ano, hindi ko naman alam kung totoo bang nakipag-work or baka nag-usingit mo na lang yung pangalan ko. That's the importance of having a team appraisal.

Okay? Yun na lang, hindi ko siya masyadong ginagamit kasi may pagkabayas siya. Kung minsan, nagiging subjective, nainis kay kagrupo, although nagperform pa rin, yung mga personal naalitan ng mga tao sa organization, if they are in the team, nakocontaminate yung performance evaluation. Yan yung weakness ng team appraisal. Pero ginagawa din siya.

Okay? And then assessment center, this is... The performance evaluation of an employee is being assessed by a professional assessor. So it might be external. Tagalabas yung nag-a-assess sa kanila.

Malabang sa amin, sa mga teachers, hindi lang kami yung ina-assess. Ina-assess din kami externally. Like kung pumasa kami sa ganitong exam, mga ganun. Professional assessor is an example.

And then, the 360 degree or full circle appraisal. Pag sinabing 360 degree, anyone, no? Lahat yan po pwede na. Kombinasyon na ng lahat. Ng 1 to 7. Pwede kang evaluate.

Pipili kayo subordinate. I-assess ka ng supervisor mo. I-assess ka ng client.

That is a 360 degree. Lahat. So, it depends on the organization if they want the supervisor to do everything. But as I have mentioned, the most common is the supervisor to hire a subordinate. But in my opinion, it should not be like that.

There should be another assessment. Like for me, the best is the 360 degree. Okay, so this is the process involved in process performance evaluation goal setting.

Okay, so why do we have to, of course, to perform or sorry, to evaluate performance tuwing kailan kayo magpa-performance evaluation. Okay, yun po yun sa goal setting, tuwing kailan yun pala ikokon lang. Performance standard setting, of course, this is setting up the metrics or parameters on how you are going to measure employees. performance.

Okay? And then information dissemination, this is by means of orientation, orienting somebody na ito yung being expected or will be expected from him or from her. And then ito na, the actual performance measurement.

Ito na yung actual performance evaluation. Tina-assess mo na kung nahit niya ba yung target niya. nagawa niya ba yung mga ina-expect sa kanya, dapat niya i-contribute sa organization.

And then, ayan na, feedback evaluation result. Dito, nakuha mo yung evaluation result, kinocommunicate mo sa tao o dun sa employee. And then, rewarding exemplary performance.

Kung meron man, then you have to reward the employee. Di naman laging lahat na lang, pera-pera lang ang usap. You can reward the employee by simply becoming an employee of the month.

And then, of course, correcting substandard performance. If she has weaknesses, Dito muna i-a-address. Actually, the performance management will take place onto the last part on how you are going to improve your employee or subordinate's performance. Okay, so what are the sources of data in appraisal? Ibig sabihin, if you want to appraise somebody or if you want to evaluate somebody, ano yung data na paggagamitan nyo?

Yung before na tinatawag natin baseline. So pupwede daw yung production data. It means how the people are outputting.

For example, in production area, how many people are outputting per hour, per month, how many years have they been in production, or whatever period they are measuring. For example, our assessment is every semester, so how many people will we perform in one semester. For example, volume of sales. Yung sa empleyado na tinargetan ng six months na sampung sales, bawas sa bahay, sampung bahay.

Minsan kasi hindi naman lang yung volume ang sinusupat, lalo na sa real estate. Eh kung ikaw yung si employee number one, nakasampung siya, pero ang amount lang naman pala nun, ang return of investment lang nun for the organization is one million, or sorry sabi natin, five million. Pero yung isa, although nakadalawa siya, The ROI of 10 million is more than 10 million.

So it depends on our expectations. But then again, it needs to be clear. Because the 10 out sales and the amount are different.

So where do you want to evaluate your person? In terms of peso or in terms of output? But if it's like that, especially in sales, in terms of peso or amount. You can also use the appraisal for personal data like individual files, tardiness, absences, disciplinary actions, memo, reminder, verbal warning, etc. So, pwede din siya.

Pag sinabi naman natin judgment of others, pwede kang mag-interview ng ibang tao kung What is the performance of this person? What is their behavior as a team? So, those are the sources.

But then again, as we said, the judgment of others could be form bias. Because there are personal... Sometimes, judgment of others tend to become very subjective. Especially if there is a misunderstanding between the feedback and the feedback.

So, there is a bias. But then again, it can also be a source of data. Okay, so this is the performance appraisal method. There are different ways of evaluating employees.

So when we say ranking method, for example, I will evaluate, I will rank, what I can do best and what I can't. or hindi ko pinakakayang gawin. So in terms of grading, kumbaga parang sa inyo, being a student, titignan kung ano yung pinakamataas mong subject, pababa. So of course, definitely, kung ano yung pinakamataas mo, could possibly na yun yung pinakastrength mo.

Right? Hindi naman tayo nakakita ng pinakamababa, pero yun yung strength mo. Parang hindi natin makuha yung logic dun.

So, ganun lang siya. From efficient to the least capable on each trade. When we say compared comparison method, this is a process wherein two employees is being evaluated at the same time.

Commonly, this is being conducted if the rater should assess who among these two employees is better for a promotion, let's say. Kung may tanggalan pa. Afterman, sino dito yung may pinakamababang performance, siya naman yung tatanggalin.

So vice versa. Yun si paired comparison neton. But then again, sabi nga dun sa process natin kanina, yung goal. Ano muna yung goal?

Bakit kailangan kang mag-performance appraisal? Kasama yun, magtatanggalan ba? Mapopromote ba?

Ganon. Pag sinabi naman po nating forced distribution, in here we are ranking employees through forced distribution. So the rater is asked to rate employees.

in some fixed distribution. So ano-ano yun? Yung kategori lang na superior, above average, below average, and...

So, that's just his measure. Okay, so we also have what we call an individual evaluation method. What we said earlier is multiple person. It means that many people are being evaluated. More than one.

When we say individual evaluation, ito, isang tao lang yung ine-evaluate natin. Pag sinabi natin critical incident method, we are just writing down positive and negative performance behavior of employees throughout the performance period. Ay sorry, balikan ko itong isa kanina. Yung ranking method ranking employee pala from most efficient. So ibig sabihin para mas maintindihan nyo kung bagasak estudyante, nirarank kayo sa pagiging sa honor.

Parang ganon. O honor student, number 1, 2, 3, 4, 5, 6, 7. Ninarang kayo kung sino yung pinakamagaling, kababa. Kasi multiple person siya eh.

Pasensya na, multiple person. Yung sinasabi ko naman dito sa number 2, individual evaluation method, individual ka na. Yung sarili mo, yung positive and negative mo na ang sinusukat dyan, kababa. Pag sinabi naman natin checklist and weighted checklist method, meron kang or inerate ang isang employee based sa specific objective. Halimbawa dito, meron akong binigay na example.

Check all the statement and accurate description of behavior. You are a decisive decision maker. Chichikin mo lang yan.

Okay? Seem to be focused in addressing problem, in-addressing problem, check mo lang yan. Okay?

Tapos, i-cocompute yan. Kaso, dito sa part na to, guys, sa method na to, meron din siyang disadvantage kasi parang hindi mo ma-weigh kung ano ba talaga siya. Although he is a decision maker, 10 points siya, pero yung weight niya is 10 points, hindi mo naman masasabi kung perfect score ba na 10 or 9 lang.

So, yan yung weakness ng weighted checklist method. Okay, next tayo. Individual pa rin tayo, individual evaluation method. We have the graphic rating scale. This is the oldest and most widely method for performance appraisal through five-point scales.

So, inerate lang kayo dito. Parang mas-mas okay pa to. Isusulat mo daw kung outstanding siya sa part na to. Sabi dyan, quality, the accuracy and thoroughness and acceptability of work performed. So kunyari evaluate si employee.

Sabi niya dyan, does not meet the minimum acceptable quality requirements with frequent errors. So ang isang sagot mo daw dyan, kasi rating nga, graphic rating skills, pipili ka lang O, V, G, I, O, V. Unsatisfactory. That's the answer you're going to write here.

Okay? But guys, you need to read this carefully. Because look, the statement is negative. Does not meet the minimum acceptable quality requirements.

So if it does not meet, and you answered it outstandingly, it means that it really doesn't meet. Okay, so I just don't know kung may typographical error dito yung reference natin. So, yan.

Careless ad often make errors. So, I think hindi siya kasi puro mga naka-negative. So, dito kailangan mo talaga siyang babasahin. Pero ngayon guys, yung common, ang ginagamit kasi siya, positive yung statement. Tapos, What do you call this?

Nire-rate lang. Halimbawa, comes to work at time or on time rather. Diba?

Outstanding yung sagot. Pero anong iniiwasan doon? Kasi kapag positive, tapos positive yung rating scale, ang ginagawa, check na lang ng check. Oo, oo, oo.

Hindi ka gaya nito. Ia-analyze ka. Yun yung technique kung bakit ako mo hindi naka-negative.

Why would you put a negative statement and then put a positive one? To assess it properly, to avoid not reading it. There's a thing like that.

Hindi na binabasa, grade na lang ng grade. Okay, another individual evaluation method is what we call the BARS, or the Behaviorally Anchored Rating Scales. So, ayan, pwede din, ganun lang din naman siya. May nakascore din siya from 765.321, meron din siyang parameter. O, naging nadoble lang po ito.

Okay. So meron naman tayong management by objective or MDO. It is a process in which managers and subordinates set objective. Ito kami, for the employee to achieve within a specific rating period.

Management by objective kami kasi kami yung nagbibigay ng target namin kung ano lang yung kaya namin. And then yun yung ihihit namin. So ang nangyayari na to, depende kung i-approve ng manager mo kung ang tinarget mo ay dalawa lang or isa lang.

Okay. But commonly, what we do is we target lower. Because if you target higher and you don't hit it, the percentage is low.

But it's better if you hit low but you can pass it. So that's more than 100%. That's the commonly approach now. Okay, multirater assessment of the 360-degree performance feedback, feedback system or process in which employee received... confidential anonymous feedback from people who work around them so dito sa multi-assessment of 360 hindi mo alam na may anonymous may nagpe-feedback sa performances mo so somebody is working with you somebody is assessing with you silently at hindi pag ipinidback sa'yo yun hindi mo alam kung sino nag-assess sa'yo unless otherwise nagkaroon ka ng clue I'm happy to know this because I answered this question once.

And as a team player, you always fight. So, I think there's a clue. And I also noticed that the 360-degree performance feedback is a bit close.

Okay? Cool. So, 7 tips for creating a world-class appraisal system. Of course, number 1, design the form first. Because if your form is not good, it's not...

user-friendly, and it will have a bias when it performs differently. So although it is the first one, it is the most critical and very important. Build your company's values into your form. Ibig sabihin kung ano yung nasa form, kung ano yung nasa performance appraisal nyo, ay yun yung tawag neto, i-meet ng mga empleyado mo. Like sa amin, no?

As we said in our university, our mission and vision is to raise globally competitive individuals. That is why we are really raising students to become morally upright, globally competitive by means of producing good output. For us, we can't just leave the students. Even though we have to be a good role model, we have to have our own role model.

for researches. We conduct researches. We have community involvement.

That's why we don't just leave it. You think it's easy to be a teacher especially now that the pandemic is here. No.

We expect more because we are working from home. To ensure that we are really working here. That is why in this struggle, we really have to strategize on how we are going to juggle all the responsibilities that we have to be timely din, mamit namin lahat ng deadline.

Despite of all tasks being expected from us. Assure ongoing communication during development. Ibig sabihin, nakikip na, kung habang ginagawa mo yung performance appraisal form, kailangan, andami din nag-a-assess, nag-critic. Hindi po pwede isa lang yung pitingin.

Kasi pag isa lang yung nag-check, Thank you. That could be subjective, yung paggawa. And then, of course, itutrain mo yung mag-a-appraise.

Ibig sabihin, kung sino yun, bawa ako si supervisor, isa ako sa appraiser, diba? Kailangan itutrain ako kung paano gagamitin yung metrics na yun or yung form na yun. And then, of course, orient mo din yung lahat ng i-a-appraise din, na ito yung i-be, i-expect sa kanila. And of course, use the results to give feedback. para ma-improve ng empleyado yung kanyang performance.

That's very important. And then monitor and revise the program kung meron namang nakitang mga flaws doon sa system. Okay, so feedback of appraisal interview, annual discussion should include review of overall progress, discussion of problems that were encountered, discussion of sources of ineffective. performances, kung ano daw yung mga hindi na-hit or na-meet ng mga empleyado at hindi lang dapat ganon.

Bakit hindi nila na-meet? Bakit negative sila sa part na yun? That's very important in lieu of performance management. And then, agreement on how employee can improve yung kanyang performance.

And then discuss how current performance fits with long-range career goals. So, kasi pag hindi nila inayos, hindi nila nalaman yung importance ng pag-realign yung performance nila towards achieving organizational goals, hindi sila makakapag-contribute. Okay? And then specific action plans for coming year and how to reach short and long-term objectives.

Okay. So, we're on the last page of our group. Sorry, of our chapter.

Okay, so our group work is you have to choose one problem. So we have here seven problems. So ito pong mga problems na ito, ito yung commonly nangyayari or na-encounter kapag nagkakaroon ng performance appraisal.

Okay? So my instruction is pili lang kayo ng isa dyan. Okay?

Again, kailangan po, what do you call this, magpo-post. po ako sa Google Class natin ng performance appraisal. Ito, ika-copy-paste ko ito. Tapos, mag-comment lang kayo kung alin dyan yung napili ninyo.

Okay? Always remember na hanggang maximum of two lang ang pwedeng mag-declare dito. Halimbawa, sa grupo natin, sa section nyo, meron tayong labing dalawang grupo. So, dalawang bes lang pa pwedeng mapili si Halo Effect.

Hindi na siya po pwedeng mapili ulit. Okay? So first, you need to know what is the so-called halo effect that is encountered during performance problem. And then, when the group finds out what the halo effect means, how can it be solved? So you will analyze.

One in each group. Just choose one, analyze what it means, research what the halo effect means, and how can it be solved. And then, what does it mean if you choose the recency effect?

ano ibig sabihin ng recency effect as one of the problems being encountered in performance appraisal and then address it or ano yung possible solution to that. So ito yung rubrik ko sa inyo, of course. How are you going to define yung napili ninyong problem?

Ang portion niyan ay 40%. And then your recommended solution will be 40%. And then...

yung delivery nyo, discussion nyo is 20%. So, ibig sabihin, kung tatlo kayong member, pili kayo ng isang pinakamagaling mag-discuss sa inyo, siya lang yung pag-discussin natin ito. Okay? So, kailangan pa ba natin ng PowerPoint presentation? Not necessary, kahit word lang.

Tapos, huwag niyo nang isasubmit niyo sa akin pero during presentation natin kahit hindi niyo na basahin word for word i-explain niyo lang mas na-appreciate ko yun 20% okay so that's it thank you for listening now if you have any question I am now ready for question kung natapos na natin yung session you may send me an email so that I can answer your queries

Transcript for:Performance Appraisal Overview

Transcript for:
Performance Appraisal Overview