In this file, you can ref useful information about performance appraisal phrase such as performance appraisal phrase methods, performance appraisal phrase tips

1. Performance appraisal phrase
In this file, you can ref useful information about performance appraisal phrase such as
performance appraisal phrase methods, performance appraisal phrase tips, performance appraisal
phrase forms, performance appraisal phrase phrases … If you need more assistant for
performance appraisal phrase, 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 phrase
==================
Performance Appraisals can be an effective tool in reaching realistic outcomes, but those
outcomes must be clear and understandable. The issue with performance appraisals is that the
lines between what they are and what they are not have become blurred. In their book
“Abolishing Performance Appraisals” Coen and Jenkins (2002) points out that organizations
often bundle performance appraisals as a multi-functional tool. The problem arises when
performance appraisals are overburdened with too many tasks. When one tool has too many
tasks its intended purpose becomes confusing and even contradictory causing the performance
appraisal to “lose its way.” So how do you help your lost performance appraisal find its way?
To start, we need to stop expecting performance appraisals to be something more than what they
are. There are two general reasons why we conduct performance appraisals in the first place; to
objectively assess and document employees’ performances and productivity, and to provide
coaching opportunities to employees. Any other expectation outside of this is unrealistic.
Unrealistic expectations cause performance appraisals to appear impractical because the
employees are not able to achieve those certain expectations which they were not intended to
begin with.
Make it clear to your employees from the very beginning the purpose or your organization’s
performance appraisals. For some reason employers tend to shy away from having this
discussion early on. Provide your employees from the very beginning of employment a copy of
your performance appraisals. Also, provide an explanation of how employees are evaluated and

2. what behaviors warrant what score. By doing this you have reduced the confusion that is
typically associated with performance appraisals.
Finally, assess your current appraisal system to see if it makes sense. I have come across a
number of performance appraisals that just did not really seem to make any sense for the
organization conducting the performance appraisal. There did not seem to be any realistic
objectives associated with the appraisal and it was almost as if some of these organizations
perform performance appraisals just because it’s something that organizations do.
Here are some practical things that can be done to improve the quality of performance appraisals
 Avoid excessive repetition. Repeating the same topic/question more than twice starts to
become wasteful and unnecessarily cumbersome.
 Be cautious when asking employees to rate their own performance. Asking employees to
rate their own performance, and then telling them if they are right or wrong can create
feelings of resentment in your organization.
 Focus on performance goals you’ve clearly discussed with the employee, preferably those
that are consistent with the job description.
 Train your managers or the individual who will conduct the appraisal to ensure that it is a
reliable and valid assessment of performance.
 Make sure there is plenty of opportunity to provide feedback. Good feedback either helps
an employee learn how to do something better, or helps him or her understand what he or
she needs to continue doing. There is never a circumstance where feedback is not
necessary.
 Re-evaluate the tool on a regular basis ( at least once a year)
Evaluating your performance appraisal objectively is a rather challenging task, but for it to be an
effective tool it must happen more frequently. To make sure you are getting this process done
successfully contact ETC, and let us help your performance appraisal find its way back.
==================
III. Performance appraisal methods

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. 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. 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 Performance appraisal phrase (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. • 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