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1. Articles on performance appraisal
In this file, you can ref useful information about articles on performance appraisal such as
articles on performance appraisal methods, articles on performance appraisal tips, articles on
performance appraisal forms, articles on performance appraisal phrases … If you need more
assistant for articles on performance appraisal, please leave your comment at the end of file.
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I. Contents of getting articles on performance appraisal
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Performance appraisal should be treated as an ongoing developmental process rather than a
formal once-a-year review. It should be closely monitored by both employee and reviewer to
ensure that targets are being achieved. By preparing yourself diligently and demonstrating a
willingness to co-operate with your reviewer to develop your role, you will create a positive
impression.
To enable you to assess your own performance as objectively as possible, try to view it from
your manager's perspective. Make sure you are conversant with the company's assessment
policies and procedures. Study the performance appraisal documentation carefully. Go through it
step by step, anticipating comments and preparing your responses.
Analyse your agreed performance targets. To what extent did you achieve them?
Consider your job description, your role within the organization, your duties and responsibilities.
Assess your performance in the light of the problems and frustrations you faced. Have you taken
on any additional responsibilities or been involved in extra projects? How have you dealt with
changes, innovations or unexpected problems? How does your work compare with that of your
colleagues? Are there any ways in which can you increase your value to the organization?
Keep a detailed record of your work-related activities throughout the year. Specify your
contributions and achievements, your difficulties and frustrations. Ensure that all relevant facts

2. and figures are accurate and readily accessible. Collate the necessary documentary evidence to
support your assertions, e.g. e-mails, memos, letters, press releases, newspaper articles,
testimonials, etc.. Make a list of all conferences, seminars and training courses attended.
Be open and co-operative with your reviewer. Acknowledge problems, and deal positively and
maturely with criticism. Avoid giving the impression that you are on the defensive.
Participate actively and enthusiastically in the appraisal. Listen attentively to everything your
reviewer says. Aim for a positive and creative exchange of views.
Having considered your duties, responsibilities, goals and priorities beforehand, you will be in a
better position to discuss them in an informed and objective manner. Ask for clarification if
necessary.
If you are unhappy about targets or feel that they are unrealistic, say so sensitively.
By documenting your difficulties as and when you encounter them throughout the year you will
be in a position during your appraisal to discuss them authoritatively and put them in the context
of your overall contribution to the company. Stress how you have benefited from these
experiences and have used the knowledge gained to improve your performance. Make
constructive suggestions and, if necessary, ask for advice on how best to accomplish your
targets.
In anticipation of your next appraisal, be sure to record and implement your reviewer's
recommendations.
Think of ways in which you or your department could improve. If you are suggesting the
provision of extra resources or specific training opportunities, stress the benefits that will accrue
to the company.
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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.
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