Role of performance appraisal
In this file, you can ref useful information about role of performance appraisal such as role of
performance appraisal methods, role of performance appraisal tips, role of performance appraisal
forms, role of performance appraisal phrases … If you need more assistant for role 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 role of performance appraisal
==================
Performance appraisals, or employee reviews, are useful tools for employee development
initiatives. Performance appraisals can identify a company's top performers to ensure the most
productive delivery of pay raises and promotions. Employee reviews also can reveal areas of
weakness and potential improvement in your workforce, helping to identify training needs.
Continually updating training programs based on performance appraisal feedback can boost your
workforce's productivity and efficiency over time.
appraisals fast and right!
Company and Departmental Trends
Employee appraisal results, taken together, can be useful in spotting performance trends across
an entire organization or in individual departments. This can help companies to fine-tune their
training programs for existing employees to address these areas of concern. Identifying
company- and department-wide issues and addressing them early can prevent a workforce from
becoming stagnant and accepting a subpar status quo for performance.
New Hire Training
The first performance appraisal new employees receive sheds light on the effectiveness of new-
hire orientation and training programs. New employees' performance during their first year on
the job is influenced by a mixture of their personal characteristics and the thoroughness of your
first-year training programs. If first-year employee reviews reveal that most of them struggle in a
specific area, you might consider placing more emphasis on that area in new-hire training
programs.

Individual Training Needs
In addition to revealing issues across the company, performance appraisals can shed light on
areas of needed improvement in individual employees. Managers can choose to work directly
with employees to help them address their personal blind spots, or they can pair experienced
employees with struggling team members to help them address any performance concerns they
may have.
Employee Feedback
Collaborative employee appraisal systems allow employees and managers to work together to set
goals, monitor progress toward goals and spot areas of needed improvement. In a review system
that truly encourages honesty and growth, employees can speak up about areas of needed
improvement they see in themselves, their department and the company as a whole. Employees
often have deeper insights into their personal struggles than their superiors do, but employees
must feel free to reveal these weaknesses without damaging their reputation or trust around the
office.
Employees also can provide valuable feedback on their managers, spotting potential areas of
weakness to be addressed with advanced, potentially one-on-one, training sessions.
==================
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
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.
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 Role 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
• 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