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Performance appraisal topics
In this file, you can ref useful information about performance appraisal topics such as
perfo...
Types
Workshops and short sessions typically provide enough time to deliver key concepts about
performance appraisal proce...
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
indiv...
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the differen...
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rat...
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Performance appraisal topics

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In this file, you can ref useful information about performance appraisal topics such as performance appraisal topics methods, performance appraisal topics tips, performance appraisal topics forms, performance appraisal topics phrases

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Performance appraisal topics

  1. 1. Performance appraisal topics In this file, you can ref useful information about performance appraisal topics such as performance appraisal topics methods, performance appraisal topics tips, performance appraisal topics forms, performance appraisal topics phrases … If you need more assistant for performance appraisal topics, 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 topics ================== Creating training and development tools to ensure that managers conduct performance appraisals effectively involves designing the process, training employees on how to use the tools, training managers on how to provide feedback and set performance goals while adhering to legal guidelines, distributing resources including instructions and monitoring the whole process. Comprehensive performance appraisal training and development enable organizations to validate that their employees have the right skills and knowledge to complete job tasks and produce quality products and services. Features Training and development activities designed to support an effective performance appraisal process involve establishing an ongoing communication process between employees and managers. Learning how to define job responsibilities, competencies and performance measures ensures the performance appraisal process works to improve employee achievement. Benefits An effective performance appraisal process aids management in decision-making processes associated with promotion, discipline and salary administration activities. Dealing with performance problems promptly avoids long-term issues, including legal liabilities. Designing a customized performance appraisal program and training staff on its use ensures performance criteria apply appropriately. Improved employee performance reduces costly mistakes, increases productivity and motivates all personnel to achieve strategic goals.
  2. 2. Types Workshops and short sessions typically provide enough time to deliver key concepts about performance appraisal processes. Distance learning alternatives allow employees located at different facilities to participate in the same session. Events can be recorded and archived for future access. In this way, all employees hear the same consistent message. Topics Performance appraisal training and develop sessions for managers typically cover what to say when conducting a performance review. Through role-playing exercises, managers learn to use clear communication that conveys any goals that need adjustment to changing strategic objectives. Managers learn to reinforce the need for improving skills to enable high performance. Managers also learn to encourage and reward employee strengths. Expert Insight Performance appraisal training should emphasize that employees are encouraged to take on more complex roles. Gaps in training should lead to development or procurement of those courses to develop those skills. Employees should be given definitive recommendations on how performance can be improved, such as starting or stopping certain behaviors. Creating a positive relationship with employees regarding performance improvement builds trust, and enables growth and development that benefits the company as a whole. ================== 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
  3. 3. 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 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. 4. 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 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
  5. 5. 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 topics (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 • 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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