In this file, you can ref useful information about performance management performance appraisal such as performance management performance appraisal methods, performance management performance appraisal tips, performance management performance appraisal forms, performance management performance appraisal phrases
1. Performance management performance appraisal
In this file, you can ref useful information about performance management performance
appraisal such as performance management performance appraisal methods, performance
management performance appraisal tips, performance management performance appraisal forms,
performance management performance appraisal phrases … If you need more assistant for
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I. Contents of getting performance management performance appraisal
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Appraisal or evaluation forms are a common tool used by companies to assess an employee's
performance and share it with him. The intention of this formal appraisal process is to offer an
objective way for a manager to offer an employee feedback in the form of praise or criticism on
key criteria. However, some organizations are looking to get away from the use of formal
appraisal forms because of some common drawbacks.
Informal Communication
Some organizations have scrapped the formal review process altogether because of the time it
takes, manager and employee disdain and limited perceived benefits. Additionally, some
companies feel that managers use formal appraisal forms and systems as an excuse to not offer
consistent, ongoing communication to employees. By eliminating appraisal forms and
requirements, company leaders believe they can more easily encourage managers to take time to
praise or critique works on a regular basis. Employees generally prefer to know where they stand
at any given point.
Legal Concerns
Ironically, one of the main arguments for appraisal forms, legal documentation, is often used as
an argument against them as of 2012. In his September 2011 article "Should companies eliminate
the traditional employee evaluation process?" Orange County Attorney Brad Bjelke notes that
inconsistencies between other documented problems with employees and appraisal forms can
cause problems after termination. If a supervisor inflates the employees scores or is too lenient in
2. the appraisal, but the company terminates based on poor performance, the employee can use the
appraisal feedback to claim unemployment or sue for wrongful termination.
Inconsistent Interpretations
Appraisal forms often list around 10 criteria on which an employee is assessed. For some traits,
like dependability, reliability or communication, different supervisors may have different
interpretations on what these mean from an employee standpoint. This can cause two supervisors
to assess employees that perform very similarly in completely different ways. This can lead to
low morale among workers who are more intensely scrutinized and may contribute to a lack of
fairness in awarding raises, promotions and bonuses.
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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.
