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1. Performance appraisal in hr
In this file, you can ref useful information about performance appraisal in hr such as performance
appraisal in hr methods, performance appraisal in hr tips, performance appraisal in hr forms,
performance appraisal in hr phrases … If you need more assistant for performance appraisal in
hr, please leave your comment at the end of file.
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• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal in hr
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A performance evaluation system is an invaluable tool for small businesses. An annual
performance review places all employees on an equal playing field and allows the managers of
the business to see which employees are creating the most value for the company. Human
resources plays an important role in performance evaluations by ensuring that the process is fair,
accurate and managed appropriately.
Ensure a Fair Performance System
Human resource personnel are in charge of ensuring that performance reviews are executed in a
non-discriminatory fashion. This can be done by calculating the percentage of employees that
receive top rankings by gender, age and any other applicable criteria. In a fair work environment,
the percentage of top-ranking employees will be relatively equal across demographic groups.
Train Managers on the Performance System
Human resources conducts performance system training for every manager in the company. This
ensures that each manager is utilizing the system in the same way and is rating each employee
based on the same standards. Thorough training will ensure not only that the system is utilized
properly, but that the ratings are meaningful and fair across the business.
Manage Relationship Between Employee and Manager
Poor performance reviews can lead to tense employee-manager relationships. Often, both the
employee and manager are unsure how to improve the relationship. Human resources serves as a

2. manager and mediator of any troubled relationships. After performance reviews, human
resources can check in with employees and managers and allow them to voice any concerns that
they have. For any troubled relationships, set up regular meetings with the manager and
employee. During these meetings, the HR representative can discuss the nature of the
relationship and provide feedback as to how it can improve.
Record and Store Performance Reviews
Store performance evaluation records in a secure location or a digital database. Previous
performance reviews can then be used as a scorecard for employee progress and can be accessed
to assess promotions. In addition, ensure that only the proper personal view each individual's
evaluations by keeping a list of people authorized to view performance reports.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate

3. the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method

4. The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

5. III. Other topics related to Performance appraisal in hr (pdf download)
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