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Performance appraisal examples

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Performance appraisal examples

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

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

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Performance appraisal examples

  1. 1. Performance appraisal examples In this file, you can ref useful information about performance appraisal examples such as performance appraisal examples methods, performance appraisal examples tips, performance appraisal examples forms, performance appraisal examples phrases … If you need more assistant for performance appraisal examples, 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 performance appraisal examples ================== Performance appraisal systems identify the top performers in a business by systematically evaluating their performance and progress on a regular basis. Performance appraisal systems can take on a variety of forms, utilizing different theories of employee motivation and employee development. All effective performance appraisals are tied to specific, measurable and attainable objectives put in place to push employees to a higher level of individual and team performance. Productivity/Output Productivity is the fundamental asset employees bring to the employment relationship. In its most basic form, an employment contract is an agreement to exchange money in return for productive time, so working to increasing employees' productivity can be a way for companies to get the most out of their salary and wage expenses. Productivity objectives usually can be tied to measurable results, such as the number of units produced per day on a production line or the number of entries made per day in a data-entry position. Mistakes/Waste Increasing productivity can come at the expense of product quality. Some employees may not have an issue with the speed of their work, but they may have an issue with the quality of their contributions on the job. Performance appraisals can identify and address employees who make an unusually high number of mistakes. This costs companies money in industries such as food service, where mistakes literally are thrown in the garbage. Mistakes on the job can incur opportunity costs from lost productivity in other settings.
  2. 2. Companies can measure mistakes in much the same way as productivity. You might decide to measure the number of defective units produced each day, for example, or the number of typographical errors made by a data-entry clerk. Individual Goals The most effective performance appraisal systems involve a collaborative goal-setting process between employees and their supervisors. Employees and managers can work together to develop personal objectives for each employee. Some employees may set a goal of being on time to work more reliably, for example, or of taking on new work tasks. Paying individual attention to each employee when setting goals can boost workers' commitment to achieving appraisal objectives. Employee Development Employee development programs facilitate employees' personal and professional growth through advanced training and opportunities to take on new responsibilities. Performance reviews can be an ideal setting in which to set objectives for achievement in employee development initiatives. For example, employees may set a goal of completing a management training course in the next year or of learning a certain number of additional responsibilities in their department before the next performance review. ================== 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”
  3. 3. 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 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
  5. 5. 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 Performance appraisal examples (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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