In this file, you can ref useful information about theories of performance appraisal such as theories of performance appraisal methods, theories of performance appraisal tips, theories of performance appraisal forms, theories of performance appraisal phrases … If you need more assistant for theories of performance appraisal, please leave your comment at the end of file.
Measures of Dispersion and Variability: Range, QD, AD and SD
Theories of performance appraisal
1. Theories of performance appraisal
In this file, you can ref useful information about theories of performance appraisal such as
theories of performance appraisal methods, theories of performance appraisal tips, theories of
performance appraisal forms, theories of performance appraisal phrases … If you need more
assistant for theories 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 theories of performance appraisal
==================
Performance appraisals can be by objectives, 360 degree appraisal, behavioral observation scale
or behaviorally anchored rating scales to determine performance of an employee. Each method
has its own system, but the theories are the same.
The bullet points above show the theories or what a business hopes to accomplish by using
performance appraisals.
It used to be that a worker was rated based on their productivity. If they could get more done
than another in their job then it meant the employee was better at their job.
Employee performance appraisals have changed that. Now it is not just about quantity, but the
quality of the work and the person's behavior. The number one theory on performance appraisals
is that behavior is the driving force behind how well one succeeds in their job. If an employee
has goals they are more likely to care more about their job and therefore they are more likely to
succeed.
People are said to be goal driven or oriented meaning that a person needs to have a focus in order
to succeed in a career. If they feel there is no goal than it will cause a distinct issue in their
performance. For example, a person that feels they will never reach management may never give
their all because they figure they have a job and that is all they will ever have.
2. There are others who are driven to excel even without goals and yet they do not want
management. There is also a theory in which the company feels knowing what a person wants
will help them help their employees.
==================
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
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
3. 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
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.
4. 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.
III. Other topics related to Theories of 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
