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1. Performance appraisal assignment
In this file, you can ref useful information about performance appraisal assignment such as
performance appraisal assignment methods, performance appraisal assignment tips, performance
appraisal assignment forms, performance appraisal assignment phrases … If you need more
assistant for performance appraisal assignment, please leave your comment at the end of file.
Other useful material for you:
• 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 assignment
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Failed international assignments can be extremely costly to an organization. Companies should
place great emphasis on the importance of selecting appropriate staff members for international
assignments. A consistent and detailed assessment of an expatriate employee’s performance, as
well as appraisal of the operation as a whole, is critical to the success of an international
assignment. Issues such as the criteria and timing of performance reviews, raises, and bonuses
should be discussed and agreed on before the employees are selected and placed on international
assignments.
Although appraising the performance of an expatriate employee is just as important as appraising
the performance of employees hired for domestic assignments, each international assignment is
different and unique unto itself. A general rule in appraising expatriate employees is that each
international office should use a different appraisal system. Employers should not take a
performance appraisal system that was designed for appraising domestic employees and try to
modify it for use with expatriate employees because many variables (e.g., environment, task
criteria, and personality factors) need to be understood and taken into consideration when
assessing an expatriate employee’s performance.
Before an expatriate employee departs from the home-base country, the HR Department should
work with the managers responsible for expatriate employees to develop a critical professional
profile for each employee who is placed on an international assignment. This profile should
clearly outline what the company’s expectations and productivity standards are in areas such as
profitability and operation efficiency.

2. Although establishing performance criteria is a difficult task because of the many differences in
international environments, equitable productivity standards that are applicable to manufacturing
and service industries will need to be determined within each foreign subsidiary. Performance
criteria and goals are best established by combining the values and norms of each local
environment with the home-office’s performance standards. An individual country profile should
be developed and should take into account the foreign subsidiary’s environment. This profile
should be used to review any factors that may have an effect on the expatriate employee’s
performance. Such factors include language, culture, politics, labor relations, economy,
government, control, and communication.
Once any underlying factors that may affect an expatriate employee’s performance have been
determined, the information should be used to group together the organization’s multinational
subsidiaries into country clusters on the basis of similarities among each country’s environmental
factors. Critical professional profiles for each expatriate employee should be compared against
others within that country cluster to ensure that proper performance measurement criteria are, in
fact, being used when appraising individual employees who have been placed on international
assignments.
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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.

3. 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
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. 4. Critical Incidents Method
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.

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