Scribd
Upload
254 views6 pages

Good Performance Appraisal

In this 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.

Uploaded by

Simpson Dave
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
254 views6 pages

Good Performance Appraisal

In this 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.

Uploaded by

Simpson Dave
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 6

Good performance appraisal

In this 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

A well-rounded performance appraisal 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. 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.

2. 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.

3. 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

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

III. Other topics related to Good performance appraisal (pdf,


doc file 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

You might also like