Images of performance appraisal

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I. Contents of getting images of performance appraisal

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Managers can improve performance appraisals and make them into an effectivecommunication,
goal setting, and development tool for employees while operating within the requirements of
their system of performance appraisals.
Managers can start by implementing the suggestions in these performance appraisal
FAQs (frequently asked questions). They can end up with the required performance appraisal
document but make the performance appraisal process useful by their approach.
Here are five ways managers can immediately improve performance appraisals.

Use the performance appraisal document periodically, at least quarterly, throughout the
year to assess employee progress. The performance appraisal document is a useful discussion
starter. It consolidates employee performance information in one spot. The performance appraisal
document provides a running record of employee performance discussions all year. It provides a

picture of the employee's accomplishments and progress throughout the year.

Provide feedback to employees regularly - not just in the annual performance appraisal.
Employees like regular feedback (particularlymillennial employees) and an effective manager
takes time every day for employee feedback. Managers get more comfortable with feedback,

better at giving feedback, and they nip problems before they become big.
Engage the employees in a two-way discussion whenever their performance is the topic.
You can improve performance appraisals by involving the employee in the discussion all year

long. Then the official performance appraisal day is just an extension of the normal performance
discussion. Effective performance appraisals are never a talk by a manager. If the manager is
talking even half the time, the performance appraisal is not a two-way conversation. Its a
lecture. Make the majority of the conversation positive, reinforcing, and developmental for the
employee. After all, it's his or her stage - done correctly.

Improve performance appraisals by using an employee self-appraisal prior to the

performance appraisal. Far too many managers give employees a copy of the actual form prior to
the performance appraisal meeting. In the worst cases, both the manager and the employee fill
out the form, give the employee a grade or score, and then, arrive at the performance appraisal
meeting dug into their positions and points of view. Even worse, some managers tell the
employees to fill out their own performance appraisal, and if they do a good job, the manager
will sign it. In this recommendation, the manager arrives at the meeting with ideas jotted down
on the form; the employee arrives with their self-appraisal filled out and then - the discussion
begins.

An effective performance appraisal trusts employees to do the right thing, if they know
what the right thing is. Consequently, setting performance goals is critically important,
buthow you set the goals is the most important factor of all. Set goals in a way that reinforces the
employee's ability to plan and implement the steps necessary to reach the goal. The performance
appraisal must support and reinforce the employee's empowerment, his or her ability to chart the
course to successful accomplishments. See more about how tomake goals effective.
You can use these five ideas immediately to improve performance appraisals.
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III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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