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Definition of performance appraisal

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Definition of performance appraisal

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

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

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Definition of performance appraisal

  1. 1. Definition of performance appraisal In this file, you can ref useful information about definition of performance appraisal such as definition of performance appraisal methods, definition of performance appraisal tips, definition of performance appraisal forms, definition of performance appraisal phrases … If you need more assistant for definition 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 definition of performance appraisal ================== A performance appraisal system is an integral employee practice of the macro human resources (HR) framework of an organization. It is a formal--and at times informal--and documented process of the performance of workers, professionals and other staff members of an organization. All professionally managed businesses and enterprises have performance appraisal systems to measure the intrinsic worth and work performance of employees and encourage, motivate and reward them based on their performances. Significance A performance appraisal system is part of the HR planning process of an organization. Well- defined structures, frameworks and procedures define a workable and effective performance appraisal system. A systematic and timely use of the system reflects the commitment of business owners, enterprise top management and HR personnel toward their employees and extended workforce. Its deployment and usage involves detailed and periodic assessment and grading of an employee's overall performance, future potential, organizational commitment and the resulting promotions and rewards. Detailed Employee Appraisal Performance appraisals can be done semiannually or annually depending on specific organizational policies. Some appraisals can be of shorter duration for new inductees and trainee employees. IT firms and many technology-centric businesses tend to have quarterly performance appraisals of employees. An employee's performance over the defined period is placed under scrutiny. He is evaluated on various parameters and organization-centric metrics such as
  2. 2. teamwork ethic, consistency in job performance, individual performance, professional attitude, goal orientation and targets achieved. HR Department's Strategic Role The HR department of an organization plays a strategic role in establishing an organization's performance appraisal system. HR personnel and occasionally external HR management consultants devise the structured templates, employee evaluation worksheets, detailed questionnaires and other performance evaluation documents. Business unit managers, supervisors and other project leaders fill up the forms, develop and scrutinize reports generated and formally assess the employees along with the HR team. Rewards, revised compensation packages, incentives and pay raises are then given based on the recommendations and reviews of respective managers. Immediate Boss/Manager's Influence During the course of employment in an organization, most employees work under or report to immediate supervisors or managers. An immediate boss or senior executive often has the closest and up-front view of an employee's work ethic, specific roles and responsibilities, capabilities and overall performance during a particular time period. The inputs, reports and reviews of employees under her stewardship play a crucial role in an organizational performance appraisal system and can often make the difference between a timely promotion and maintaining of status quo. Organizational Benefits An effectively framed and accepted performance appraisal system showcases the professional working standards and governance ethics of an organization. Performance appraisals and reviews keep employees competitive and committed about their defined roles and responsibilities. HR top management use tools and techniques in performance appraisal systems to keep track of the regular performers and occasional laggards and nonperforming employees. This checks-and- balances system and the cycle of rewards and benefits keep employees motivated and impacts long-term organizational performance. ================== III. Performance appraisal methods
  3. 3. 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
  4. 4. 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
  5. 5. 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 Definition 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
  6. 6. • 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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