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720 degree performance appraisal
In this file, you can ref useful information about 720 degree performance appraisal such ...
2. Be methodical and systematic. Consider using the following framework:
3. Avoid making generalizations. “Lately, your wo...
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
s...
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questi...
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall ...
• performance appraisal questionnaire
• performance appraisal software
• performance appraisal tools
• performance apprais...
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720 degree performance appraisal

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In this file, you can ref useful information about 720 degree performance appraisal such as 720 degree performance appraisal methods, 720 degree performance appraisal tips, 720 degree performance appraisal forms, 720 degree performance appraisal phrases … If you need more assistant for 720 degree performance appraisal, please leave your comment at the end of file.

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720 degree performance appraisal

  1. 1. 720 degree performance appraisal In this file, you can ref useful information about 720 degree performance appraisal such as 720 degree performance appraisal methods, 720 degree performance appraisal tips, 720 degree performance appraisal forms, 720 degree performance appraisal phrases … If you need more assistant for 720 degree 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 720 degree performance appraisal ================== Many employers hate to conduct performance evaluations, and many employees hate to receive them. That’s because performance evaluations are often ineffective and pointless, and the employees end up feeling confused, frustrated, and demotivated, says Samuel A. Culbert. The award-winning author, who is also a professor at UCLA’s Anderson School of Management, also advocates doing away with performance appraisals altogether. Whether or not you subscribe to Culbert’s radical approach, experts seem to agree that the performance evaluation system is definitely in need of a major overhaul. In their book, Management Reset, Edward E. Lawler III and Christopher G. Worley argue that companies must change the performance management system for it to be an effective and valuable tool. For example, one key mistake that companies make is to grade performance based on such personality traits as being “reliable” or “trustworthy.” Instead, they say, employees should be evaluated and rewarded on how well they do their jobs, as well as their accomplishments. Lawler and Worley and Business Management Daily offer the following tips for improving the performance evaluation process: 1. Don’t rely on memory to recall an employee’s performance. Using some sort of simple log to document job performance on a regular basis allows managers to present a data-driven snapshot during evaluations.
  2. 2. 2. Be methodical and systematic. Consider using the following framework: 3. Avoid making generalizations. “Lately, your work has been sloppy” is too vague, whereas “Your last three reports contained an high number of statistical errors” is specific. “You’re certainly not an English major” focuses on the person vs. his performance, whereas “I know you’re capable of producing higher-quality work” suggests that you have confidence in the employee’s abilities. “Don’t let it happen again” sounds like a threat, whereas “How can we produce error-free reports?” engages the employee by asking for feedback on how to improve performance. 4. Avoid terminology that could get you into trouble. Stick to evaluating performance rather than using subjective words like “attitude” or “demeanor,” which could be viewed as discrimination based on age, gender, race, or disability. 5. Don’t inflate evaluations. If you consistently rate a mediocre employee as “competent” and then have to fire her for poor performance, your appraisals won’t support the dismissal. This could open the door to a legal complaint. 6. Use 360-degree appraisals for development, but not for rewards. Although it can be helpful to have peers, subordinates, and customers provide input, this information usually doesn’t produce valid data for assessing an employee’s performance. For example, if peers are aware that their input will affect pay increases and promotions, they may be subjective (overly positive or negative) and not objective. 7. Send the performance evaluation in advance. According to Lawler and Worley, research shows that people are nervous and apprehensive before and during performance evaluations, and they often don’t actually hear or accurately process what’s being said. However, if you send the appraisal before you meet with the employee, he or she has time to recover from the initial shock of the evaluation, to come up with questions to ask you, and to correct any mistakes in the appraisal. 8. Allow employees to provide self-assessments. Let people have a say in how well they think they’ve performed. This leads to a more well-rounded evaluation and creates a sense of fairness ================== 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 720 degree 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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