1. Types of performance appraisals
In some cases, the performance appraisal processes are structured and formally
sanctioned while in other cases they are an informal and essential part of daily
activities. Performance refers to the extent of completion of the tasks that make up an
individual's job. One type of performance appraisal is to evaluate employees against
standards of personal qualities and work profile. Usually trait rating evaluation
systems may list about ten to fifteen personal traits. These personal traits may include
the ability to get along with people, analytical competence, initiative, and leadership.
The list may also include work related aspects such as job knowledge, ability to
follow assignments, production or cost results, and success in seeing that plans are
being carried out as expected. Many a times, employees may oppose this type of
evaluation.
One realistic problem of the trait-oriented approach to appraisal is that trait evaluation
cannot be objective. Serious and far-minded managers may not wish to be subjective
when evaluating employees on matters as vital as performance. To make matters
worse, employees receiving a rating lower than what they feel is justified always feel
that they have been dealt with unfairly.
One widely used type of performance appraisal is the system of evaluating
performance against the setting and accomplishing of objectives. Once a program of
evaluating by objectives, which are achievable is operating, appraisal may become a
fairly easy task. Supervisors determine how well objectives have been set and how
well have employees performed against them. In some cases where performance
appraisal by results has failed, the principal reason may be that managing by
objectives was seen only as an appraisal technique and in such a case it is most
unlikely to succeed. Appraisal by objectives must be a way of planning as well as a
key to organizing, staffing, leading, and controlling. When performance appraisal is
done this way, the appraisal takes into consideration whether or not employees have
established adequate but reasonably attainable objectives and how they have
performed against them within a specified period of time.
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