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

1. Performance appraisal hr
In this file, you can ref useful information about performance appraisal hr such as performance
appraisal hr methods, performance appraisal hr tips, performance appraisal hr forms,
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I. Contents of getting performance appraisal hr
==================
Performance reviews have earned a bad reputation. In fact, according to a 2013 study published
in the Journal of Personnel Psychology, many people respond negatively to critical feedback they
receive in a performance review.
Further, according to the 2013 Employee Recognition Programs survey, by the Society for
Human Resource Management, only half of HR professionals say annual performance reviews
are an accurate appraisal of an employee’s performance. In addition, 49 percent of human
resources professionals believe their performance-review process needs to be re-evaluated.
For employers looking to improve the performance review process, HR technology can make a
huge difference. The following are five performance-management web apps that I have used in
the past:
1. Focus more on collaboration.
HR technology lets managers and employees collaborate during the performance-review process.
According to the Society for Human Resource Management, 90 percent of HR professionals
believe that a combination of feedback from an employee’s manager as well as others in an
organization creates a more accurate picture of employee performance.
Featherlight, for example, helps employers manage real-time performance, schedule one-on-one
meetings, provide continuous learning to employees and improve workplace communication.

2. 2. Improve organization.
Performance reviews can become messy when employers don’t have a system for organization
of their HR processes. For example, Weekdone enables managers to monitor their employees’
goals, accomplishments and challenges in a single place. As employees complete tasks,
Weekdone emails managers weekly status reports to help them gauge their employees’
performance in real time.
3. Turn negative feedback into constructive ideas.
According to the study published in the Journal of Personnel Psychology, people who are
concerned with how others view their performance reported being unhappy upon receiving
critical feedback. The study also showed people who care the most about learning don’t take
negative feedback well from others.
HR technology helps employers find ways to turn their negative feedback into constructive
feedback. This allows employers to coach their employees and give them the feedback they need
to succeed.
PerformYard, for example, lets employers document and announce performance results and note
positive interactions that take place during employee reviews. This tool is also very useful for
improving communication in the workplace and recognizing employees who exceed
expectations.
4. Build open communication.
For employers to improve performance reviews, transparent communication should take place
between the employer and employee.
By using HR software, employers can easily communicate their goals with employees and make
expectations for employees more visible. This helps employees learn how their performance
goals fit into the objectives of the organization.
For example, Trakstar enables transparent communication in the workplace by helping managers
keep employees informed by sending email reminders about goals and reviews.
5. Improve real-time feedback.
Timely feedback is extremely important because it ensures employees receive feedback when
they need it and can make changes accordingly. But, according to the Society for Human
Resource Management, only 2 percent of employers perform ongoing performance reviews. For
employees to reach their highest potential, they need to receive timely feedback.

3. ==================
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.
2. Rating Scale

4. 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
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. 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.
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