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Methods of performance appraisal

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Methods of performance appraisal

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

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

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Methods of performance appraisal

  1. 1. Methodsof performance appraisal In this file, you can ref useful information about methods of performance appraisal such as methods of performance appraisal methods, methods of performance appraisal tips, methods of performance appraisal forms, methods of performance appraisal phrases … If you need more assistant for methods 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 methods of performance appraisal ================== Employee appraisal methods are a tricky and complex aspect of HR (Human Resources) and business management. Many methods can be used, but with the ever changing nature of work, and with significant differences between the Baby Boomer generation and Gen Y / Z, few methods work well. Some experts argue the Employee Performance Review should be abolished altogether. In this article, we’ll outline four methods that can be considered templates to which the employer can refine for maximum fairness and accuracy. Also consider doing performance appraisals that float up the chain of command as well as down. This means that employees and junior managers get the opportunity to evaluate their bosses as much as the bosses evaluate them. Evaluating the Evaluation Keeping in mind people are a company’s greatest asset and resource, the purpose of doing an evaluation at all is to 1) provide reliable information to employers as to the performance of employees and 2) give employees an insight as to how they are perceived in the company. The nature of the scales, measures, and variables are the basis of the different methods. The Unstructured Format
  2. 2. The unstructured format is a common method where evaluators use an essay or short answer to grade employees. The benefit here is that any and all variables are used, from the most quantitative to the most informal. This is similar to the “essay” format, where appraisals are done through a free form writing of an essay which tries to capture all aspects of employee performance. Ultimately, all unstructured appraisals are meant to be open ended and all encompassing. The Ranking System The ranking system is a more structured approach, where specific performance variables are laid out. A ranking system of any kind must have explicit variables that employers can refer to. Examples of this might include revenue generated, overtime hours, ability to work with a group or overall attitude. The purpose here is to provide a quantitative score in areas that are not necessary quantitative, such as “general attitude.” The purpose is to show which employees are performing well relative to a set of variables that an employer finds the most important. The 360 Approach The “360 Approach” appraisal system is not just for employers, but is used by and for all employees and managers of a firm. Most appraisal methods are designed using variables that employers find significant, such as total revenue generated. The 360 approach uses standards that other employees might find important. In this case, appraisal comes from the overall function of the department, such as sales, rather than just what a boss might find useful. Employees are considered as part of a structure that functions only if all employees are on the same page and work together well. The Mixed Standard Method The “mixed standard” deals with complex variables. This is because variables used in employee performance run the gamut from those which can be expressed solely by numbers and those that are more abstract—such as attitude—but cannot easily be translated into quantitative measures.
  3. 3. While some employers might only care about cash generated, others might want a tightly structured office that requires many variables of different types. This is the domain of the mixed standard. It uses some open ended techniques, but also uses quantitative ranking standards in a mix that is useful to employers who want a smoothly running office. The Mixed Standard isn’t recommended for employees who regularly telecommute. Instead, they should be measured mostly on objective outputs, such as number and type of projects completed or expert evaluations of project quality. What will work for a specific firm depends on what the owners or managers find important. Certain high tech firms will be concerned more with precision work than attitudinal measures. In this case, a more formal and structured format will be required. In legal firms, for example, things like dealing with clients will be important, and therefore more attitudinal issues will be stressed. The environment itself will dictate what variables are important and which can be largely ignored. ================== 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
  4. 4. 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
  5. 5. 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.
  6. 6. III. Other topics related to Methods 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

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