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Performance appraisal goals
- 1. Performance appraisal goals In this file, you can ref useful information about performance appraisal goals such as performance appraisal goals methods, performance appraisal goals tips, performance appraisal goals forms, performance appraisal goals phrases … If you need more assistant for performance appraisal goals, 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 goals ================== Goal-based performance appraisal techniques use quantitative performance management indicators to determine how well an employee is performing against the group, or against goals set by management. Managers use performance measurement as a way of determining whether employees are on the path for career development as set by the cooperative effort of the employee and her manager. Customer Satisfaction Developing customer satisfaction skills is often important to an employee's professional development. Examples of goal-based appraisal items associated with customer satisfaction include monitoring the amount of customer complaints or compliments the employee receives, a rise or drop in the employee's dedicated customer base and an increase or decrease in revenue generated by the employee. Remember that goal-based appraisal items must be quantified to be useful. When you develop a program to help the employee improve in customer satisfaction, it's important to develop goals that can be measured. Account Management Indicators such as an increase or decrease in overall profit margin, a rise or fall in the number of active clients and revenue generated from existing clients can be used as measuring points for analyzing an employee's account management skills. An effective account manager grows his existing client base while adding new clients throughout the year. Each of these performance management goals can be examined individually, or the dynamic among them can be assessed for the purpose of improving employee performance.
- 2. Safety An employee can be rated on safety based on how many accidents in which she's been involved, how many mandatory safety training sessions she attends and how well she pays attention to necessary equipment maintenance. A good safety record improves that employee's productivity, and helps reduce workplace accidents that can cause a drop in company-wide productivity. Good safety measures also help to lower health and liability insurance rates. Accounts Receivable Your accounts receivable department is responsible for securing the flow of revenue that keeps your company going. Accounts receivable generates invoices and processes customer credits that wind up as part of the company bottom line and is responsible for approving new client accounts. Revenue billed, credits given and revenue generated by new accounts approved can each be used to evaluate an accounts receivable employee's performance. Remember to include any defaults by new clients in your calculations. Monitoring new clients that default can help to create more comprehensive measures for approving new accounts. ================== 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
- 3. 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.
- 5. III. Other topics related to Performance appraisal goals (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