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1. Evaluation of performance appraisal
In this file, you can ref useful information about evaluation of performance appraisal such as
evaluation of performance appraisal methods, evaluation of performance appraisal tips,
evaluation of performance appraisal forms, evaluation of performance appraisal phrases … If
you need more assistant for evaluation 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 evaluation of performance appraisal
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Effective performance planning and management systems require a significant investment of
time and resources – Operated well they motivate and develop people to perform in their role –
Operated badly and inconsistently they can be demotivating and divisive, particularly in
organisations offering bonuses and incentives on the awarded rating of people’s performance.
Evaluating the value and effectiveness of a performance appraisal system should be an integral
part of its process – assessing whether the outcomes are being achieved; that there is a level of
equity in ratings being awarded; that talent is identified, nurtured and managed; that poor
performance is dealt with fairly; that it compliments good performance management happening
in the workplace; and ultimately that it supports the organisation in achieving its business goals
and objectives.
Appraisal programs can be evaluated from two broad perspectives …
Are we doing things right i.e. are the process and guidance being followed?
Are we doing the right things i.e. what impact is there on business performance?
We offer a comprehensive evaluation service to assess the effectiveness of your performance
management process, identifying where and how it can be improved. An engaging survey is used
to assess whether the basic arrangements are reliably in place, people have the skills and the
knowledge, and importantly whether the outcomes are being achieved. The structure and

2. questions can be readily adapted to match the organisation’s policy and arrangements for
performance planning and management, as well as arrangements for talent identification and
management.
The suite of analysis and reporting enables you to compare people’s experiences across the
organisation against the overall norms – this enables you to target the actions that need to be
taken, encouraging ownership and accountability by providing reports to each area of the
business and their leadership and management teams.
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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.

3. 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

4. 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. III. Other topics related to Evaluation of performance appraisal (pdf
download)
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