Good performance appraisal

Good performance appraisal

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  Good performance appraisal Inthis file, you can ref useful information about good performance appraisal such as good performance appraisal methods, good performance appraisal tips, good performance appraisal forms, good performance appraisal phrases … If you need more assistant for good 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 good performance appraisal ================== Managers perform annual performance evaluations to provide critical feedback to employees. The annual performance evaluation is also a time for managers to distribute yearly pay raises or bonuses to workers who have performed well during the review period. Appraisals are a tool managers can use to improve the efficiency, productivity and morale of workers in the company. Communicate Expectations Performance evaluations provide the opportunity to reinforce the expectations the company has for workers in regards to job duties, quality and productivity. Communicating the expectations gives the worker the ability to meet the requirements of the job and earn positive appraisals. Managers get better results when employees have a clear picture of what the company expects on the job. Feedback Positive and negative feedback is an important part of a performance evaluation. The appraisal is a chance for managers to sit down with employees and identify the areas the worker can improve and those they performed well. Managers can provide workers with the information the employee needs to obtain better evaluations in the future. It is important for managers to give praise when the worker deserves it. Giving praise to employees improves morale, which can increase productivity and reduce worker turnover. Self-Assessment
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  A well-rounded performanceappraisal requires the worker to assess his own performance on the job. The self-assessment allows the worker to take an honest look at his work during the review period and point out his achievements and weaknesses. The employee has an opportunity to state his point of view on his job performance. Giving workers an opportunity to assess their own performance can improve morale. Goals The performance evaluation is a good time for managers and workers to discuss goals for future review periods. For example, when a worker expresses an interest in taking on more responsibility on his job, the manager can arrange to give the worker more opportunities during the review period. In addition, when a manager knows the goals of his workers, he can better utilize the staff and help employees achieve their ambitions. ================== 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
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  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. Critical Incidents Method
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  The approach isfocused 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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  III. Other topicsrelated to Good 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 • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles