Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

Performance appraisal report

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Chargement dans…3
×

Consultez-les par la suite

1 sur 5 Publicité

Performance appraisal report

Télécharger pour lire hors ligne

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

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

Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Similaire à Performance appraisal report (20)

Publicité

Plus récents (20)

Publicité

Performance appraisal report

  1. 1. Performance appraisal report In this file, you can ref useful information about performance appraisal report such as performance appraisal report methods, performance appraisal report tips, performance appraisal report forms, performance appraisal report phrases … If you need more assistant for performance appraisal report, 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 report ================== Employee reviews and appraisals are some of the hardest meetings to have, and writing the report can create conflict or fear. Rather than being a manager who instills negative feelings in his employees, you can write your appraisal in such a way that the employee feels prepared to meet new challenges or fix current issues. Instructions Decide on criteria for reviewing. Any manager that goes into a review completely subjectively will be respected less, and All Business notes that many employees already find written reviews to be "artificial and unfair." A good idea is to think about the role of the employee under review, create categories regarding that role (punctuality, work ethic, ability to meet deadlines, etc.) and use a numeric scale to rate the employee's effectiveness. For instance, for each of the categories above, make a numeric scale (from one to five) and circle which number best fits. For punctuality, if the employee is always on time, he would receive a 5; mostly on time, a 4; average punctuality a 3; less than desirable punctuality, a 2; and consistently late, a 1. Provide employees with their own copies of the report. Prepare a report based on current conditions--in other words, how the employee is currently performing. Rehashing the first few weeks of the employee's work history--often the most difficult and awkward--will make the employee feel despondent and unmotivated. Compliment the ways the employee is contributing, note where she can perform better, and recommend ways that the employee can contribute further in the future. For example, you might say, "You have really grown in your Excel skills, and I'd like to add on some work with Visio now."
  2. 2. Evaluate based on your own observations, not hearsay. Office gossip is not an accurate indicator of an employee's performance. For instance, saying, "I hear that many of the employees see you with personal email sites open," would cause the employee to feel upset and vulnerable. Only bring up a point if you have witnessed it yourself. Use specific examples for your employee review. In any observation--whether positive or negative--be sure to have an example to back it up. For instance, if you want the employee to note his punctuality, say, "I appreciate the days you make it into the office by 8:30. Perhaps if you are going to be later, you could give a phone call." Employees will not grow unless they can understand what they did right or wrong in a specific scenario. Encourage the employee under review to indicate her goals for the next year. This type of positive reinforcement makes the manager-worker relationship feel more reciprocal and motivates the employee to achieve more than she already has. Ask, "What do you feel you are capable of adding on to your duties?" or recommend a new task yourself, "I think that you are ready to move into increased client invoicing responsibility." ================== 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
  3. 3. 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. Critical Incidents Method
  4. 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. 5. III. Other topics related to Performance appraisal report (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

×