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Confidential report in performance appraisal

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Confidential report in performance appraisal

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In this file, you can ref useful information about confidential report in performance appraisal such as confidential report in performance appraisal methods, confidential report in performance appraisal tips, confidential report in performance appraisal forms, confidential report in performance appraisal phrases … If you need more assistant for confidential report in performance appraisal, please leave your comment at the end of file.

In this file, you can ref useful information about confidential report in performance appraisal such as confidential report in performance appraisal methods, confidential report in performance appraisal tips, confidential report in performance appraisal forms, confidential report in performance appraisal phrases … If you need more assistant for confidential report in performance appraisal, please leave your comment at the end of file.

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Confidential report in performance appraisal

  1. 1. Confidential report in performance appraisal In this file, you can ref useful information about confidential report in performance appraisal such as confidential report in performance appraisal methods, confidential report in performance appraisal tips, confidential report in performance appraisal forms, confidential report in performance appraisal phrases … If you need more assistant for confidential report in 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 confidential report in performance appraisal ================== Performance appraisals are a way to provide feedback on an employee's performance to both the employee and the management of the organization. The benefits to the organization are that it can base major decisions like promotions, terminations, transfers, wage hikes and training needs on this information. The employees get an opportunity to find flaws in performance and rectify them. The basic aim of any appraisal system is to have a smooth and open flow of communication within the organization. Each has its relative merits and demerits. Confidential Reports This technique of appraisal is an individual form and is perhaps the oldest method. Prepared by the employee's senior in a confidential manner, the employee's highs and lows in performance during the past year are evaluated. As this information is kept secret and confidential, the employee is not given a chance to improve upon his performance as he is not notified of the shortcomings in performance. Critical Incident Technique This, too, is a type of appraisal for the employee alone. Here, the employee's best and worst incidents of behavior are analyzed annually. These events are the ones that are the most critical in appraising the employee. Checklist Technique
  2. 2. This is an individual person appraisal form. The superior is given a checklist to mark answers as "Yes" or "No." Typical questions are on the performance and behavior of the employee. The inherent flaw here is that this method allows no scope for subjectivity. Management by Objectives The superior here examines measurable and tangible goals at the end of the year. This appraisal form is a multiple person form and measurement of performance of any employee is against her peers. At the beginning of the year, the superior lets his team know of key result areas and results expected. After which, the work is delegated and definition of the authorities and responsibilities takes place. Paired Comparison All the employees working in a team are compared against one another. The analysis of their performance is then ranked. The rankings could be either in ascending or descending order of performance. 360 Degree All the persons who interact with any employee during the course of her work are taken as stakeholders in this method. The stakeholders comprise of the immediate boss, the immediate subordinates, top management and all the people with whom the employee interacts for work. All these people provide feedback on her work and working style. The feedback thus obtained helps the employee improve her performance. ================== 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 Confidential report in 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

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