Annual performance review, performance appraisal, ranking terminologies

1. Question 1
What are the pros and cons of annual
performance reviews?

2. The Positive Side
Face to face interaction Remarks on performance
Question 1

3. Identity future potential Skill Development
The Positive Side

4. The Negative Side
Time Consuming Unclear Goals

5. The Negative Side
Bias Conservative

6. Negative Remarks
Drawback Labour Law Act
The Negative Side

7. Question 2
Do you think that doing away with Annual
Performance Review, APR is a way forward to
becoming a more mature and independent
workforce?

8. YES!!

9. • Performance is an ongoing process.
• Know it now than later. Room for improvement
• Better productivity & loyalty due to company’s engagement in
career growth
• Bogus & fraudulent. APR tied up with salary raise. Subjective and
stir dissatisfaction as well as employee demotivation.

10. Alternatives
• Regular appraisals between managers and employees
• Involvement of feedback by customers and suppliers constantly will
also better support the objectives of employee’s performance
improvisation

11. Question 3
How will doing away with performance reviews
benefit employees and employers?

12. • Lower salary (saves labor cost)
Minimum living standard (Nanjing, 1620 RMB)
• Improve the relationship between
employees and employers
Fixed Remuneration in government sector
• Subsidiary pattern differentiation
Stimulate creative potential
Benefits to employers

13. • Reduce work stress and strength
Banking and insurance industry
• Improve the working environment
and passion
• Improve employee engagement
• Two-way communication
Benefits to employees

14. Question 4
How will this backfire on employee and
employer?

15. Lack of reliable strategies
High Cost system maintenance
Lack of accurate information
Limitations of performance
ranking system

16. Biased /forced
performance
ranking
Legality and ethical
performance
appraisal
Lack of up
gradation of
software
Human Error
Conflict between
HR Manager and
employee

17. Question 5
Are ranking terminologies important in an
organisation?

18. • Do not improve, and may actually hurt performance (Williams, 2014).
Working Environment Pathological Competition Crisis of Trust
• Too time-consuming, expensive and generally ineffective (Patrick, 2014).
• Were designed for a work environment where control of individual employee performance
was a key function (sweatshop).
Only motivated top ranking employee (10%)
Accenture’ CEO Pierre Nanterme’s original words: “We’ve totally done too much effort
for a limited outcome” .
Organisational perspective

19.  One-side judgemental approach to employees’ performance review.
 Put employees in a passive roles (judged by their supervisor).
 Downward communication from supervisor to employee.
 Relationship is based on power and authority.
Ranking terminologies are only record the past performance.
 Employees’ perspective:
Traditional ranking terminologies make organisations fail to evaluate and explore talented employees
and innovative ideas.

20. Question 6
What are the common mistakes by employer in
conducting performance reviews?

21. • Poorly Trained Managers
• Central Tendency Error
• Managers surprise their employees
• Recency
• Talking not listening
• No Appreciation