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Writing performance appraisal phrases

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Writing performance appraisal phrases

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In this file, you can ref useful information about writing performance appraisal phrases such as writing performance appraisal phrases methods, writing performance appraisal phrases tips

In this file, you can ref useful information about writing performance appraisal phrases such as writing performance appraisal phrases methods, writing performance appraisal phrases tips

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Writing performance appraisal phrases

  1. 1. Writing performance appraisal phrases In this file, you can ref useful information about writing performance appraisal phrases such as writing performance appraisal phrases methods, writing performance appraisal phrases tips, writing performance appraisal phrases forms, writing performance appraisal phrases phrases … If you need more assistant for writing performance appraisal phrases, 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 writing performance appraisal phrases ================== Performance reviews are important tools used by managers and human resources departments in the development of the employee and in corporate planning. Appraisals should be honest but supportive to help motivate employees to succeed. It can sometimes be difficult to find the right phrases to express a manager's opinion during a performance evaluation. Finding the best phrases for writing performance reviews is critical in employee development. Reliability Each employee fills a role within the work group, and if one member of the team is not reliable, then the entire team suffers. When it comes to creating critical statements about an employee in a review, it helps to surround negatives with positive. For example, if an employee works hard when she arrives to work but often arrives late, then the statement of "Is a valuable member of the team but needs to work on punctuality" can help get the point across. Other reliability phrases include "Employee is a valuable resource to the rest of the team" and "Creates quality work but tends to extend deadlines unnecessarily." Communication Good communication helps circulate new ideas and keeps management updated on daily happenings within the organization. Employees are the key component to maintaining strong team and company communication, and that should come out in the performance review. Statements such as "Employee works hard but needs to improve communication skills with co- workers" and "Employee needs to collect all necessary information before communicating with
  2. 2. teammates" can help staff members understand their communication issues and start developing a plan to correct them. Work Quality Some employees may be able to make deadlines, but their quality of work is not up to standards. In many cases, strong statements in the performance review can remind employees to slow down and watch for errors. Effective statements on work quality include "Employee maintains work flow by keeping company deadlines, but needs to improve the quality of the work done" and "Employee needs to review work before submitting a final draft to management." Teamwork Teamwork assists in maintaining productivity and controlling employee turnover. Short phrases included in a performance review can help remind employees of how important it is to work as a team and help to strengthen the team-based atmosphere in the workplace. Good review phrases include "Employee works well in a team setting, but needs to remain focused on company goals" and "Employee is a strong leader that is a valuable member of the team." Reinforcing positive behavior when it comes to creating teamwork will encourage the employee to continue that activity. ================== 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
  3. 3. 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. 4. 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.
  5. 5. III. Other topics related to Writing performance appraisal phrases (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

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