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0:00
Hello, everybody.
My name is Dr. Andy Brown,
and I'm a lecturer in
human resource management
at the University of Plymouth.
And my PhD was in
performance management
in a higher education context.
The talk today is particularly around
performance reviews and appraisals.
0:18
Before we get into the
main aspect of the talk,
it's important to recognise
what performance appraisals
are about from a
layman perspective.
Some of you have possibly had some
experience with performance appraisals,
but others haven't,
so this description will work with
the assumption that you haven't had
a performance appraisal before,
or you've got limited experience
around the topic area.
Organisations might approach performance
appraisals quite differently,
or place different emphasis on
certain aspects of the appraisal.
Many organisations have an
annual appraisal system,
and others complete this
on a six-monthly basis.
In practice, line managers invite
staff to an appraisal meeting
and might ask them to
provide some comments
in advance of the
appraisal discussion,
before the appraisal
meeting takes place.
Most organisations have some form of
appraisal template for completion,
and any comments in advance
might also be on a template.
Staff might be expected to comment
on their performance for the year,
or the previous six months.
How they are progressing
with their objectives,
if these have been achieved,
and possibly comment on why
this might not be the case.
Comments in advance are useful for
guiding the appraisal conversation.
Broadly speaking, the
appraiser should look
to evaluate past performance
against existing objectives,
set future objectives,
and consider any development
needs for the employee.
1:32
The specific session aims
for this talk include
a discussion around what
performance appraisal is,
the benefits of the performance appraisal
from the organisational perspective,
the types of performance appraisals
that are used in organisations,
a brief discussion on ratings
and the use of feedback,
and a discussion on
the role of managers
and issues with subjectivity,
training and development.
The session will finish with a practical
example from Hollows University,
which will outline some of the key
features of performance appraisal.
