Sample of performance appraisal

Sample of performance appraisal

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  Sample of performanceappraisal In this file, you can ref useful information about sample of performance appraisal such as sample of performance appraisal methods, sample of performance appraisal tips, sample of performance appraisal forms, sample of performance appraisal phrases … If you need more assistant for sample of 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 sample of performance appraisal ================== Performance appraisals of employees can take many forms, both formal and informal. Appraisals can be used to motivate your staff, as well as to improve poor performance and recognize good performance. They are a vital part of coaching your staff to peak performance. Formal or Informal Not all performance appraisals have to be formal. Simply praising an employee's performance on a specific task as you walk past him can be an effective means of building morale and encouraging high performance. Building Morale When you give your employees an opportunity to learn what an excellent job looks like, their morale will increase because they will then be able to do a good job. Encouraging High Performance You can expect employees to do a good job only if you provide the coaching and mentoring they need. In addition, when an employee is seen doing a good job and receiving kudos for it, other employees may try to emulate her. Compensation Although financial compensation is rarely turned down, surveys have shown that money is not often the biggest motivator for employees. Generally, knowing what is expected and being given
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  the freedom tofind the best way to achieve goals are more important in providing job satisfaction. Frequency Formal appraisals should be done at least annually, though quarterly reviews are encouraged. Informal appraisals can be done daily, whenever you see an employee doing well or see an area where coaching can improve performance. Don't pass up the opportunity when it arises. The Boss' Performance Your employees should be given the opportunity to evaluate your performance. This portion of the performance appraisal allows your employees to tell you how you can help them achieve greater success, which ultimately will make your business more successful. ================== 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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