What is a performance appraisal
- 1. What is a performance appraisal In this file, you can ref useful information about what is a performance appraisal such as what is a performance appraisal methods, what is a performance appraisal tips, what is a performance appraisal forms, what is a performance appraisal phrases If you need more assistant for what is a performance appraisal, 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 what is a performance appraisal ================== Performance appraisal deals with how organizations evaluate and measures its employees achievements and behaviors. It is an employee review by his manager where his work performance is evaluated and strengths and weaknesses are identified so that the employee knows his improvement areas. Performance appraisal is the right time to set new goals and objectives for the employees. Before we look into the types of Performance appraisal system, let us check out the purpose of it. So what is the purpose of a performance appraisal system? Performance appraisal system allows the management categorize employees into performers and non-performers. It is primarily done to estimate the employees worth. Going back to the types, there are different variations of performance appraisal systems. Let us list them down and see a bit of what they are: 1. s ==================
- 2. 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 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 Raters biases
- 3. 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 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
- 4. 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. III. Other topics related to What is a performance appraisal (pdf download) Top 28 performance appraisal forms performance appraisal comments 11 performance appraisal methods 25 performance appraisal examples performance appraisal phrases performance appraisal process performance appraisal template performance appraisal system performance appraisal answers performance appraisal questions performance appraisal techniques performance appraisal format performance appraisal templates
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