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Performance appraisal strengths

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Performance appraisal strengths

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

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

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Performance appraisal strengths

  1. 1. Performance appraisal strengths In this file, you can ref useful information about performance appraisal strengths such as performance appraisal strengths methods, performance appraisal strengths tips, performance appraisal strengths forms, performance appraisal strengths phrases … If you need more assistant for performance appraisal strengths, 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 strengths ================== Supervisors identify employee strengths by comparing performance standards to the manner in which employees perform their job duties and tasks. Performance appraisal-worthy strengths include job skills, capabilities and characteristics. Identifying strengths is just the beginning, though. When supervisors identify employee strengths, employees learn about the areas where they excel and more about the areas where they can improve performance. Skills and Proficiencies Job proficiency is clearly an important strength worth mentioning in a performance appraisal. Employees with excellent job skills or proficiency demonstrate their expertise in performing the functional aspects of their jobs. An administrative assistant, for example, must be proficient with office programs and software applications to provide support to managers and directors. An example of a registered nurse’s proficiencies is mastery of clinical procedures. Ethics and Integrity Personal characteristics such as work ethic, business ethics and integrity are strengths measured within a performance appraisal. Although quantitative measurement of personal characteristics is difficult, the actual measurement comes from peer evaluations and customer feedback. Employees who demonstrate high levels of integrity usually find it easy to gain others’ trust -- whether they are co-workers or external contacts such as clients, customers or colleagues outside the workplace. Job Knowledge
  2. 2. Job knowledge is a different measurement from job skills. Job knowledge demands understanding practices related to overall performance and how and when to apply certain practices, rules or regulations. A human resources manager exhibits strength in the area of job knowledge by embracing appropriate human resources best practices, understanding employment trends and applying labor and employment law to work situations. Job knowledge requires that an employee keep abreast of news that affects his profession and his career, which shows an effort in building his reputation as well as contributions to his employer. Conscientiousness Conscientious employees care about work quality and customer satisfaction. They demonstrate this through ensuring each step they take during assigned projects is done the proper way and will produce the best outcome. For instance, a sales employee follows up with calls to clients after each sale to determine if the customer is satisfied with the product or service. Commitment There are several ways an employee can demonstrate commitment. Two popular ways include sticking with the company during lean times and building a long record of success while with the company. Companies in the growth stages of development depend heavily on employees who are committed to the organization. In fact, the company’s growth depends on employees capable of visualizing its success and using their talents to help achieve their own professional successes as well as the company’s goals. ================== 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.
  3. 3. 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 3. Checklist method
  4. 4. 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 Performance appraisal strengths (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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