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1. Performance appraisal management system
In this file, you can ref useful information about performance appraisal management system such
as performance appraisal management system methods, performance appraisal management
system tips, performance appraisal management system forms, performance appraisal
management system phrases … If you need more assistant for performance appraisal
management system, 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 management system
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A high-performance workforce consists of a team that is motivated, developed, and loyal to your
organization. Aside from consistently delivering quality products and services, nothing holds
more promise for driving company profit than your employees. That is why its important to
invest in a quality Employee Management System to maintain the level of motivation your
company needs. HRsmart has the perfect Employee Performance Management system giving
you the abilities to assess quality hires, to acheive results and develop valuable talent for a more
effective working relationship.
Employee Performance Management HRsmart Screenshot: Click to Enlarge
Employee Performance Management:
HRsmart’s Employee Performance Management (EPM) solution provides a way to enhance
accountability and visibility within your organization by automating and tracking the workflow
performance and appraisal process.
Achieve better business results through goal alignment, goal tracking, and employee coaching.
Increase employee retention with ongoing, interactive feedback using this employee performance
management system coupled with clear development plans.
Access real-time data in the reporting chain and employee profiles through this configurable
solution.

2. Employee Management System available at HRsmart
The Employee Performance Management solution is a SaaS, web-based, interactive solution that
empowers employees and managers to actively manage the performance process and
performance appraisal software. Automating the appraisal process removes the administrative
burden, freeing employees and managers to focus on what is really important: taking
accountability for tracking the appraisal process, allowing for the inclusion of competencies,
goals, cascading goals,and more.
Our solution can be used by any size organization, whether small business or global corporation,
due to its high level of configurability. Customise user permissions and create single or multiple
workflows to support your organization’s diverse needs. Since EPM is unified with the rest of
HRsmart's Talent Management modules, it allows organizations to leverage data gathered on all
aspects of the employee’s career, and view each employee through a powerful reporting tool.
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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

3. 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
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 Performance appraisal management system (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
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