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1. Presentation on performance appraisal
In this file, you can ref useful information about presentation on performance appraisal such as
presentation on performance appraisal methods, presentation on performance appraisal tips,
presentation on performance appraisal forms, presentation on performance appraisal phrases …
If you need more assistant for presentation on 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 presentation on performance appraisal
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During a ceremony on the occasion of completing the performance appraisal and incentives
systems, the Minister of Energy and Mineral Resources, Dr. Mohammed Hamid, has confirmed
the importance of the performance appraisal and incentives systems prepared by Samra electric
power company which has to be applied in the company in the last quarter of this year to
improve the performance.
The minister praised the efforts of SEPCO’s top management for their serious attention and
absolute willingness to their staff working at SEPCO. He hopes to apply that system to the rest
of the companies in the electric sector that do not have an effective evaluation system.
He expressed pride of the Jordanian experience including (e.g. Joint Efforts group for
development and consulting), for its role in finding an effective performance appraisal and
incentives systems, praising the efforts of the working group in SEPCO, who has participated in
the that project.
On the other hand, the general manager of SEPCO Company, Engineer Amjad Rawashdeh, has
talked about the project stages and the paradigm shift which will be achieved in the company's
work environment, he said that such action is within the strategic objectives of the company,
appreciating the efforts of those who contributed in the success of the project.

2. For his part, the Joint Efforts chief executive officer, Marwan Issa, expressed his appreciation for
the confidence and faith of SEPCO Company to make positive changes, in addition to the
Jordanian expertise that has prepared and applied the project requirements, describing it as an
important stage to make the employee as a partner both in word and deed.
The project manager expert, Dr. Mamoun Sammour, has given a presentation about work inputs,
strategic, operational and tactical objectives and building performance appraisal system based on
the objectives and key performance indicators, that could lead to an integrated incentive system
meeting the needs for work and workers on one hand, and SEPCO’s trends and strategy on the
other hand.
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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
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.

3. 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. 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. III. Other topics related to Presentation on performance appraisal (pdf
download)
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